Benefits Think Tip of the Day: Manage ‘survivor syndrome’ with succession planning

As the recession drags on and employers continue to shed jobs, cut/freeze pay and reduce benefits, it can be easy for pros to hunker down in survival mode and forget all about the actual survivors. Remember them? The ones who continue to come in every day for you and your company? I’m not trying to say you’ve set layoff survivors adrift in their lifeboat without a second thought; rather, just reminding that they sorely need your support, encouragement and reassurance. (And if you don’t believe me, just ask CareerBuilder.)

A new report from The Conference Board, “Mission Accomplished? What Every Leader Should Know About Survivor Syndrome,” offers insight to “survivor syndrome” and how to best manage it so you don’t lose valuable workers to attrition or staying with you but just going through the motions. TCB defines survivor syndrome as “a marked decrease in motivation, engagement and productivity of employees that remain at the company as a result of downsizing and workforce reductions. It entails a series of complex psychological processes and subsequent behavioral responses. Those who actually carry out the downsizing are also survivors.”  Sound familiar? I thought so.