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Unemployment has now reached 9.5% nationally.  There are over 6 million people out of work.  It seems that relief is not on the horizon, at least for the time being.  These sobering facts can leave employees feeling very unsettled, wondering what will happen in their workplace.  Organizations are winding up having to deal with employees who are feeling a range of emotions, whether the organization has been affected by downsizing or not.  If layoffs have occurred, workers are often left asking, “am I next?”  These “survivor employees”  are often left feeling a level of sadness and guilt over those that were downsized, as they may have been long-time coworkers or friends.  They can be left wondering about the stability of the company and may experience a level of mistrust that management is being truthful with them. 

Regardless of the reasons, it seems that employees are experiencing high levels of stress and anxiety.  Some are worried about the stability of their jobs.  Some are hating their jobs but do not feel they can leave which can lead them to feeling frustrated, demoralized and hopeless.  Then there are those employees who are content with their jobs but are having to deal with these unhappy coworkers.  All of these employees may have to take on more work, or step up their performance which further contributes to stress, anxiety and depression.  Managers are having to deal with unhappy, stressed and disengaged employees. 

This presents challenges for organization: if managers don’t find a way to balance the workplace, productivity will decrease which will add to stressed-out managers; if employees don’t feel secure, the result will be disengagement, decreased productivity, and increased absenteeism.  It almost seems like a never-ending cycle, with one affecting the other.  So, how can employees keep calm when it seems the waters are rough.  How can managers keep the waters calm?

 Employees need to:

- recognize the emotions they are feeling - it is easier to deal with the known than the unknown. Unresolved emotions tend to get bigger as time goes by.

- Ask questions  - don’t be afraid to seek out answers to those nagging fears and doubts

- Check your attitude - being positive, working hard, putting in your best performance all will help you feel more in control and empowered; it will also make you more valuable to your employer and may add to your skill-set

- Seek out support - from family, friends, coworkers, a coach or from your EAP

For Managers:

 - Communicate - be as open and honest with employees about the state of the company, work systems, meeting goals and expectations

- Reward - thank your employees for their hard work; show them by saying thank you, either verbally or by notes or cards,  or take them to lunch. It will go a long way.

- Seek out your own support - talk to your supervisor or other managers to get feedback, advice, ideas, collaboration. No man wants to feel like an island.

- Promote and refer - let your employees know about your EAP or other benefits the organization offers; you have the ability to make referrals for those whose performance is suffering

Stormy waters don’t stay that way for long.  Have faith and keep the course and your organization will sail through.