I’m Helping with Layoffs, But It’s Breaking MeI’m Helping with Layoffs, But It’s Breaking Me

[Root] Access is an advice column for questions about IT issues, career moves, and workplace concerns.

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Dear [Root] Access,

Unfortunately, I work in IT and must help offboard employees during a round of layoffs.  It’s taking a real toll on me. I understand that layoffs are a necessary business decision, but involvement in the process feels personal and draining.

Many of the laid-off employees are people I’ve worked alongside for years. Watching them pack up their things and say their goodbyes is heart-wrenching. It’s even harder when they ask me to explain the decisions that caused them to lose their jobs. I don’t have any answers.

As much as I try to be supportive, no amount of compassion can make this situation easier for them or me.

I’ve been in IT long enough to experience several waves of layoffs, including being affected, but it still feels awful to be in this position. I can’t help but wonder, “Why them? Why not me?” On top of that, I worry about how the layoffs will impact the remaining team. How will it affect our workload and morale?

I want to stay professional, but balancing my emotions with my responsibilities is becoming increasingly difficult. How can I stay focused on my job, support my colleagues, and still care for my well-being?

Related:How to Retrain Your Tech Workforce to Address Growing Skills Gap

—Layoff Survivor

Dear Layoff Survivor,

Layoffs can be tough for both those who stay and those who leave. It’s understandable to experience a range of emotions in this situation, including relief, uncertainty, and fatigue. In fact, according to BizReport’s 2022 Layoff Aftermatch Survey, 71% of “layoff survivors” reported a decrease in work motivation.

I’m not a therapist or counselor, so I can’t guide you through these challenging emotions. However, I know how important it is to process them as part of moving forward.

Let’s shift our focus to practical steps you can take. It sounds like you’re dealing with at least a few challenging situations. Here’s how you can handle each one:

1. Departing employees asking questions

Since your role likely doesn’t allow you to avoid these questions, focus on getting guidance about answering them.

Start by sharing the types of questions you’re receiving with your manager or the team handling layoff communications. Depending on your organization’s culture, you could suggest potential answers or ask leadership how they’d like you to respond. Remember, the team leading the layoffs has had more time to process the situation than you have, and they should support you as you adapt to your changing responsibilities.

Related:Am I Burned Out? How To Identify and Address Burnout in IT

2. Answering the question, “Why not me?”

The private nature of layoffs means you’re unlikely to receive a direct answer to this question. However, good leaders often prepare for this type of concern.

Consider framing this question to your manager in a productive way. For example, you might say: “I want to ensure I continue to provide value to the organization. In your view, what is my most significant contribution to the team, and how do you see my role evolving in the coming months?”

3. Balancing workload and morale

In an IT role, balancing workload and morale may not be your responsibility, but you’re right that these issues can still affect your daily work. Identify what’s in your control.

For example, reflect on what motivates you and communicate that to your manager. Additionally, if the workload becomes overwhelming, consider calmly discussing with leadership how this affects productivity and the business overall.

Layoffs are not fun. They remind us that businesses ultimately prioritize profit over people’s livelihoods—a reality that can be harrowing. I encourage you to prioritize your well-being as you navigate these changes.

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