In 2023 and 2024, the Canadian and American job market faced a large number of job layoffs, and SFU was no exception. In May, SFU laid off approximately 100+ workers, which included people from APSA, CUPE, TSSU and APEX. For the APSA members who lost their jobs, many were caught off guard by the lay offs and didn't feel treated like valuable employees of SFU. Their treatment, as reported to us, felt as if they were being fired for cause and not position eliminated for reasons beyond their control.
It's important to recognize the ripple effect of these layoffs on employees who kept their jobs. They may feel the weight of additional responsibilities as they step in to fill the gaps left by their departed colleagues. This can be a challenging adjustment, especially when it's driven by changes in job descriptions from department leaders, with perhaps little input from the affected employees.
According to a UBC study, how an employer communicates about and treats employees who were laid off significantly impacts how the remaining employees view the employer. Morale is substantially affected at the workplace, and if not done correctly, layoffs can remind employees just how transactional work relationships are: workplace relationships may feel reduced to a quid pro quo that starts to seem somewhat hollow. Ongoing uncertainty and anxiety may also lead to less productivity and work engagement. Layoffs often lead to the most talented employees looking to work for other companies they feel will appreciate their performance and work ethic.
So, what's the key to supporting our colleagues who remain? It's about how we communicate. We need to do so with empathy, transparency, and understanding. If you are in a leadership role, it's crucial to acknowledge the loss your team has experienced. They've lost trusted colleagues, team members, and supervisors who they felt cared for and supported them. This is a challenging time, and it's important to recognize that survivor's guilt is a real and valid feeling in these circumstances.
Please do access any resources that could support you during this time. You have access to the EFAP (Employee and Family Assistance) program and a $2,000 psychological services benefit as part of your Pacific Blue Cross extended health benefits. You can also use your Health Spending Account amounts toward any medical or extended health-related benefits.
Know your rights by reading the APSA AD-10 policies and the BC Employment Standards Act. If you're a manager, check in with us to see who can get overtime monetary compensation as a "manager" according to the ESA. Document your overtime, even if you are a manager. Take your time off and care for your psychological health and safety.
As always, please feel to reach out to us. These are difficult times and we're here for you.
Resources
https://www.linkedin.com/pulse/consequences-layoffs-understanding-impact-employees-economy-/
https://globalnews.ca/news/10341421/canada-us-companies-layoffs-2024/
https://www.ragan.com/change-comms-layoff-comms-remaining-employees/
https://www.axios.com/2023/03/03/how-layoffs-can-have-negative-long-term-consequences-for-companies/