Extension Focuses for the 21st Century

Periods of change in the workplace, whether called lay-off, non-renewal or downsizing, are enormously difficult for everyone. Of course those losing their jobs have the toughest time. But those staying will struggle with hurt and disruption in their lives as well. Managers and supervisors hate this part of their jobs, too.

Those facing the unknowns about non-renewal or being laid off are seized by a fear for their future survival, as well as a sense of injury and wrong. They may grieve the loss of a sense of identity and the loss of a position and work they liked. Those remaining in the workplace will experience feelings of guilt and grieve the loss of relationships, as well as fear for their own futures. In this scenario one can expect anger, irritations and negativity to be present. These feelings are normal and will happen whether we want them to or not.

The question for the workplace is "How should we handle these feelings?"

• No one has the "right" to express anger in harmful ways. Anger can be expressed in healthy ways by speaking our mind assertively after carefully choosing our words. We can withdraw, write it out, fantasize revenge, discuss it with a confidante, exercise, or sleep on it.



• Managers and supervisors need to have in mind standards of acceptable and unacceptable expressions of anger so they can set appropriate limits, if the need should arise.



• Those listening can do so compassionately while still maintaining limits on their time and attention and without feeding or encouraging the anger.



• We still have a job to do, so we need to require people to meet standards. Maintaining some level of "normal" behavior will help keep us focused on our responsibilities.



• Some folks may need help beyond what supervisors and co-workers can provide. Beyond providing resources to everyone, employees and supervisors should be prepared to intervene when someone is exhibiting signs of distress. Offer comfort, but also let them know about the counseling services available to them, through the Employee Assistance Program, for example.

For more information, contact the University of Minnesota Employee Assistance Program at 612-626-0253.

--David W. Johnson, Director                    
U of MN Employee Assistance Program

Produced by Communication and Educational Technology Services, University of Minnesota Extension.

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