Still here, still struggling: The hidden grief after layoffs

This week in workplace whiplash 🌀

Before we dive in, here are a few top stories from the world of work that had us doing double takes this week:

• Amazon tells long-time remote worker to RTO or leave 🏢
  A 64-year-old exec assistant is out after nearly 14 years at Amazon, all because she won’t relocate under its return-to-office policy.
  👉 Business Insider

• Musk steps back from DOGE after cutting 275K+ jobs 📉
  Elon Musk is reducing his role in the Department of Government Efficiency, which claims to have saved $160B - mostly by slashing jobs.
  👉 Investopedia

• Layoff survivors are overworked and under-motivated 😓
  A new study says 71% of employees left after layoffs feel less motivated, and most say they’re now doing too much.
  👉 HCM Dialogue

If you’ve been feeling like your office vibe is somewhere between ghost town and group therapy, you’re not alone. Let’s unpack the quiet toll of layoffs, not just on those who leave… but those who stay.

The hidden grief after layoffs

The first time I worked somewhere that went through layoffs, I noticed the shift before anyone said a word.

We joined our usual team meeting, but everything felt… off. People showed up, but no one really spoke. The energy was flat. Conversations that would normally roll with ease just stopped short. It wasn’t the kind of quiet that comes with focus - it was the kind that follows loss.

It wasn’t just about roles being cut. We knew these people. We’d worked with them, laughed with them, shared long days and inside jokes. Their absence changed more than the org chart.

That experience came back to me while reading the news that in March 2025 alone, over 275,000 job cuts were announced in the US, more than triple the number from the same month last year.

While the focus rightly stays on those who’ve lost their jobs, it’s also worth recognising the quieter emotional toll on the people who remain.

That mix of relief and guilt? The tension no one talks about? It has a name.

Survivor guilt.

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What survivor guilt looks like

Survivor guilt is a recognised psychological response. It was first studied in people who lived through trauma, but it shows up in workplaces too. Just more quietly.

You might hear it in the things people don’t say:

• “Why them and not me?”

• “I’m grateful to still be here, but it doesn’t feel good.”

• “Should I be doing more? Saying something?”

And when you know the person who’s been let go, when you’ve supported them through challenges, celebrated their wins, the guilt can feel deeply personal.

According to Harvard Business Review, survivor guilt can lead to presenteeism, disengagement, and a slow erosion of trust. The culture doesn’t collapse, it just quietly fades.

In fact, HCM Dialogue report that 71% of employees who survive layoffs report a decrease in motivation, and 65% say they feel overworked.

“Thrives in ambiguity”

This phrase is common in startups and rapidly evolving environments. However, in reality, it often translates to lacking clear goals, processes, or leadership direction. 

🧠 The psychology behind it:

While tolerance for ambiguity is a valuable skill, prolonged ambiguity without structure leads to stress and disengagement. Recent research shows that ambiguity can reduce decision quality and increase anxiety, particularly when communication and role clarity are lacking.

Why this moment matters

Layoffs are no longer rare or shocking. They’re frequent, widespread, and affecting industries across the board.

And for every person who’s let go, there are others left behind, often trying to carry on as if nothing happened. But something has happened. The mood shifts, the energy dips, and the culture can start to fray at the edges.

Survivor guilt might not be visible, but it has real effects. It shapes how people feel, how they work, and how safe they feel speaking up, stepping forward, or staying at all. Studies show that job satisfaction dropped by 41% among layoff survivors, and intent to stay dropped by 36%.

Whether you’re leading a team, supporting colleagues, or just trying to understand your own experience - this is a moment to pause and check in.

What you can actually do

There’s no single fix, but small, human actions go a long way.

Say what people are thinking
“It’s okay if this feels strange.” That alone can ease the tension.

Keep communication open
The announcement isn’t the end. Keep people in the loop, even if it’s just to say you don’t have all the answers. This HBR piece is a great place to start.

Be sensitive to the emotional layer
When the losses are personal, it hits differently. Acknowledge it.

Support managers
They’re often holding space for the whole team, while carrying their own feelings too.

Don’t rush the recovery
Not everything needs to bounce back right away. Give it time.

Final thought

Survivor guilt doesn’t make the headlines. But it’s real. And it shapes how people show up (or don’t) after layoffs.

So if you’re still here, feeling a little off, that’s okay. You’re not alone.

Staying isn’t the same as feeling safe. What happens next is what defines your culture.