Business traditionally emphasizes the consequences of downsizing on the leavers, but what happens to those who stay? In the aftermath of corporate restructures, 'survivors’ find themselves navigating a complex mix of emotions and uncertainty. Alyson Meister and Victoria Kemanian suggest four steps to make sense of change, reshape your role, support colleagues, and rebuild the organization.

Business traditionally emphasizes the consequences of downsizing on the leavers, but what happens to those who stay? In the aftermath of corporate restructures, ‘survivors’ find themselves navigating a complex mix of emotions and uncertainty. Alyson Meister and Victoria Kemanian suggest four steps to make sense of change, reshape your role, support colleagues, and rebuild the organization.

1. Are you acknowledging the impact?  

The whirlwind of emotions experienced by survivors is associated with ‘survivor syndrome’. The first step in navigating it is to acknowledge your feelings and the challenges ahead of you.   

Reflect on your feelings in the current context: emotional turmoil, uncertainty, awkward social dynamics, and performance pressures. Acknowledging your feelings will help gain clarity and avoid suppressing emotions which, if unaddressed, can compound over time. 
Identify which challenges feel most daunting. This will help prioritize the issues to attend to and avoid inertia.   
Journaling, speaking with trusted colleagues, and seeking guidance from a mentor or coach will help you process and prioritize your challenges.

2. Have you assessed the new reality?  

Take stock of your current reality and evaluate what emotions you, your team, and the workplace at large are feeling. Ask yourself:   

What does the organization look like now?   
Who remains, in what roles, and how has the dynamic shifted within my team and overall organization?   
How has your role changed? What is the new job to be done? What are the implications for you?

3. How will you reposition yourself?  

Upheaval often creates opportunities to innovate or contribute in new ways to the organization. Consider your personal value proposition, the (new) strategic direction, and the emerging organizational setup. Ask yourself:  

What renewed skills and values can you contribute?   
Are there opportunities to take on new challenges or responsibilities that align with your ambitions?   
Are there specific skills that will position you for growth in a different role or team?

4. How will you rebuild?  

Once you’ve identified how to reposition yourself, move from reflection to action. Create a plan for your next 30 days with concrete, manageable goals that will help you regain a sense of agency and purpose. This might include the following actions:  

Setting priorities for reshaping your role or repositioning yourself.  
Engaging with decision-makers to signal your short and long-term aspirations.  
Building relationships with new stakeholders who can support you.  
Securing quick wins that demonstrate your value and build momentum.

Key takeaway  

The emotional, social, and professional challenges that layoff survivors face are often overlooked. By acknowledging their impact, assessing the new reality, identifying opportunities, and taking deliberate action, you can turn this moment of uncertainty into one of growth and resilience. The road ahead may be uncertain, but with the right tools and mindset, you can emerge stronger on the other side.  

Alyson Meister

Hilti Professor of Leadership and Dean of Degree Programs

Alyson Meister is Hilti Professor of Leadership and Dean of Degree Programs at IMD. Specializing in the development of globally oriented, adaptive, and inclusive organizations, she has worked with executives, teams, and organizations from professional services to industrial goods and technology. She also serves as co-chair of One Mind at Work’s Scientific Advisory Committee, with a focus on advancing mental health in the workplace. Follow her on Twitter: @alymeister.

Victoria Kemanian

Director of the Business Transformation Initiative at IMD

Victoria Kemanian is Director of the Business Transformation Initiative at IMD. She holds an Executive MBA from HEC Paris and specializes in corporate strategy, sustainability, trade competitiveness, inclusive value chains and executive education.