It’s OK to Grieve

When a colleague is made redundant, it can affect us more deeply than we expect. These are the people we’ve shared shifts with, supported through tough days, and relied on in countless small ways. Their absence can bring sadness, confusion, or a sense of disruption.

Grief doesn’t only follow bereavement. It can also show up when we lose connection, familiarity, and the day-to-day rhythm of working together. However you’re feeling – numb, unsettled, upset, even relieved – it’s valid.

Change in the Team: What You Might Notice

When one person leaves, the ripple effects are felt across the whole team. You might notice:

• A shift in morale or energy.
• Uncertainty about roles or responsibilities.
• Strained communication or silences where there used to be ease.
• Reduced informal support – fewer chats, less humour, more distance.

These are natural responses to change. Teams operate not just through tasks but through relationships, trust, and shared meaning. When those are disrupted, it’s common to feel off-balance.

Supporting Yourself and Others

Here are some ways to stay grounded and support team wellbeing during transitions:

• Acknowledge what’s happening. Change brings up emotion. Noticing and naming it helps make sense of things. And when you notice a feeling, try naming it: “I feel unsettled” or “I’m anxious about the change.” This activates emotional regulation pathways and helps reduce reactivity. If you notice a colleague appearing withdrawn, gently inquire, ‘I’ve noticed you’ve been quieter lately; how are you feeling?
• Hold space for each other. People will respond in different ways. Creating room for those differences builds trust. Listen without interrupting, fixing, or judging. Use phrases like “That sounds tough” or “I’m here with you.” It creates psychological safety and builds trust.
• Rebuild connection. A quick coffee, a moment to ask “how are you really?”, or a shared memory can go a long way. Eye contact, shared humour, or gratitude can reweave social bonds.
• Clarify what’s changed. If roles or expectations feel uncertain, open communication helps reduce stress. Ask together: “What do we know for sure?” and “What are we assuming?” Clarifying facts versus fears can ease anxiety. During team meetings, openly discuss any shifts in roles or responsibilities to ensure everyone is aligned and feels supported. This also includes discussing workload redistribution – what can be reprioritised, deferred, or even stopped to prevent burnout for remaining team members.
• Stick to small routines. Morning check-ins, shared breaks, or regular team huddles bring back a sense of stability. They offer a sense of predictability, belonging, and normality in uncertain times.
• Take a mindful pause. A few deep breaths or a moment of grounding can help you reset. Try grounding exercises like the mindful breath or the 54321 noticing exercise.
• Be curious about your thoughts. Ask yourself: “Is this fear speaking?” or “What do I need right now?” Notice thoughts as thoughts, not facts. Try saying: “I’m having the thought that…” to gain distance from distressing beliefs.
• Respect your limits. It’s OK to say no, take breaks, or ask for support – especially during uncertain times. Learn to recognise when you’re within your “safe zone” of functioning – and when you’re tipping into overwhelm or shutdown. Use breaks and boundaries to stay regulated.
• Keep small routines. Regular team touchpoints or shared rituals help bring steadiness and structure. Even small, consistent actions – like saying good morning can protect mood and maintain cohesion.

Supporting Your Departing Colleague

While the focus shifts to internal team dynamics, it’s also important to remember and support the colleague who is leaving.

• Offer Practical Help: If appropriate and comfortable, offer to provide a positive reference or a LinkedIn recommendation. Share relevant networking contacts or job opportunities you come across.
• Facilitate a Respectful Handover: Contribute to a smooth knowledge transfer to ensure the team can continue functioning. This helps both the departing colleague achieve closure and the remaining team adapt.
• Say a Proper Goodbye: Acknowledge their contributions and offer a chance for the team to say goodbye, which can bring closure for everyone involved.

Guidance for Team Leaders and Managers

Managers play a pivotal role in guiding the team through redundancy.

• Lead with Transparency and Empathy: Be upfront about the changes and the reasons behind them. Model empathetic communication and acknowledge the team’s emotions.
• Conduct One-on-One Check-ins: Individually check in with team members to understand their concerns, manage expectations, and discuss potential workload shifts.
• Redistribute Workload Fairly: Actively manage and redistribute tasks to prevent burnout among remaining staff. Be open to re-evaluating priorities.
• Reinforce Team Cohesion: Organise team activities or regular check-ins to rebuild connections and morale.

Rebuilding and Moving Forward

The journey through redundancy doesn’t end when a colleague leaves. Rebuilding trust and a sense of stability takes time and ongoing effort. Continue to foster open communication and acknowledge the team’s progress. Over time, celebrate new milestones and the team’s resilience in adapting to its new structure.

Additional Resources

• Every Mind Matters – NHS
• Mind – Mental Health Charity
• Samaritans – 24/7 Listening Support – Call 116 123

• How to Rebuild Team Relationships After Layoffs
• The Danger of Neglecting Grief in the Workplace | TEDxWestMonroe

A Final Thought

As you navigate these changes, commit to supporting each other with empathy, openness, and kindness. Even small acts of care and connection can build resilience and help our teams move forward together.

“How we treat one another in times of change shapes the future of our teams.”