What to Say: Company Restructuring
Learn how to support a loved one going through restructuring at their job.
Learn how to support a loved one going through restructuring at their job.
Learn how to support a loved one going through restructuring at their job.
What we'll cover
Change is hard, and changes at the workplace are no exception. Company restructuring can be difficult, even when there are positive long-term outcomes for a company and its employees. If your loved one is going through restructuring at their job, they may become stressed from the transition and anxious about their future. It’s important to engage with them to understand their changing reality.
In this “What to Say” guide, we’ll cover what restructuring is and how it can impact one’s mental health, work responsibilities and job security. We’ll also discuss what statements to avoid when speaking to a loved one who is experiencing restructuring, what helpful phrases to use instead and other ideas for how to support them.
What it is
In the workplace, “restructuring” refers to changes in a company’s legal, operational, or other organizational aspects. Restructuring can take place as part of—or separately from—a merger (two companies combining) or acquisition (when one company purchases most or all shares of a company to gain ownership or control). Restructuring often involves changes to company leadership, employee teams and individual responsibilities.
While the intention behind restructuring is typically to make the company more efficient and profitable in the long term, it can come at a cost for employees in the short term. Individuals working for the company may face new realities, such as taking on additional responsibilities, working with a new and unfamiliar team or even witnessing longtime coworkers get laid off.
Stress, anxiety and guilt
Restructuring can pose a number of challenges to company employees. According to Karina Nielsen, chair of work psychology and director of the Institute for Work Psychology, in a statement for the International Labour Organization, “The links between restructuring and poor health and well-being were clear: Workers exposed to restructuring were more likely to turn up for work when ill, had higher levels of sickness absenteeism and were more stressed. They were also less satisfied with their jobs, reported poorer mental well-being and reported higher levels of job insecurity.”
Sudden changes in their team and responsibilities can cause stress as one gets up-to-speed in the new company structure. Employees may also become anxious when contemplating the unknowns of the company’s future and their role in it. They could lose their sense of purpose and commitment to projects they had been working on in the former structure. And if some of their coworkers have been laid off, they could feel a sense of guilt because they were able to keep their job while their former teammates are now unemployed. Employees may also be anxious about also potentially losing their job next.
In an article for the Harvard Business Review, author, executive coach and career strategist Susan Peppercorn writes, “While some may feel lucky to still be employed, others may experience mixed feelings. They may be relieved to still have a job but simultaneously guilt-ridden about the suffering of former colleagues who were let go.” This stress, anxiety and guilt can snowball and impact an employee’s performance. A study by Leadership IQ, a “a leadership training and employee engagement survey firm” found that 74% of employees who were spared during corporate layoffs said that their personal productivity declined.
Engagement and performance
A variety of factors may contribute to employees’ dissatisfaction with their jobs, even before a restructuring comes into play. In its 2022 report “State of the Global Workplace,” Gallup wrote, “With only 21% of employees engaged at work and 33% of employees thriving in their overall wellbeing, most would say that they don’t find their work meaningful, don’t think their lives are going well or don’t feel hopeful about their future.”
When a restructuring is added on top of low employee engagement, there’s a high chance that employees will feel even more stress and dissatisfaction with their jobs. In turn, they may feel less connected with their company and less supported in their work.
What not to say
Your loved one is navigating a time of uncertainty and high stress—and there likely isn’t anything you can do to change their situation. When engaging in conversations with a loved one, listen carefully so you can understand their perspective. Avoid the following phrases when speaking with them.
"Everything happens for a reason."
Why it doesn't work: You want to comfort and reassure your friend, which is completely understandable. Unfortunately, this statement comes across as dismissive of your friend’s situation. In reality, their challenging circumstances are probably difficult to predict, control and understand. It’s important for them to process what they’re going through right now. Instead of using this phrase, acknowledge how confusing and stressful the situation must be for them.
"It could be worse!"
Why it doesn't work: This statement invalidates the gravity of your loved one’s situation. While they may still have things to be thankful for—like keeping their team or maintaining a good salary—the truth is that it’s still a difficult process for them. Let your loved one explain what challenges they’re facing instead of making a statement that avoids the bad news.
"If I were you, I'd be so mad at my boss."
Why it doesn't work: Don’t make the conversation about you—you’re not the one going through a restructuring. You may not fully understand your friend’s relationship with their boss, or their boss’s role in the restructuring. Your opinion of your friend’s company or colleagues doesn’t change their situation. Instead, express interest in their actual feelings about their situation.
"I knew this was going to happen!"
Why it doesn't work: Although you may feel like you understand your loved one’s work situation, the truth is that you’re not the one going through the experience. The know-it-all tone of this statement is insensitive and will not help your loved one. Instead of projecting your own predictions and reactions to the situation, listen to your friend so you can understand from their unique perspective.
"It's time to leave that job."
Why it doesn't work: Don’t tell your loved one what to do, especially if they’re not explicitly asking for advice. It’s not your place to make career decisions for them. Furthermore, leaving their job might not be a realistic or desirable option for them. Instead, let them tell you what they might have in mind for the future—and don’t pressure them if they’re not sure what they’ll do next.
Nothing.
Why it doesn't work: Finding the right words can be difficult for anyone, but that doesn't mean you should neglect to say anything to your friend or loved one. During especially difficult situations, your loved one will appreciate any kind or reflective words you can offer during their time of need. Saying something—with intention and thoughtfulness—is better than saying nothing.
Instead of avoiding a conversation in a fraught moment, try a phrase like, "I can't begin to know what you are going through, but I am here for you." If the moment is more lighthearted or celebratory, a simple, "I am so happy for you right now!" goes a long way.
What to say
When your friend is experiencing job-related changes, it’s important for them to be able to speak honestly about what they’re going through. Remain open to whatever they decide to share with you. Encourage them to check in with their feelings, and validate their experience—the highs and the lows. Although there is probably little you can do to change the situation, you can show them you care by engaging in thoughtful conversations with them.
Note: These conversation starters are just suggestions. Each individual’s experience will vary and users should measure their words based on what they know and do not know about their loved one.
“Take your time to process this. Whatever you decide to do next, I’m rooting for you.”
Why it works: This sentence reminds them that they deserve time to navigate their workplace changes and that they don’t have to figure out all of their next steps right away. It tells them that no matter what path they may take, you care about them and will be there to support them.
“I know this is out of your control, and that’s hard.”
Why it works: This is a time of uncertainty for your friend, and there’s probably not much they could have done to avoid or prevent it. This sentence will validate your loved one’s feelings of anger or frustration. It reminds them that it’s not their fault.
“I can tell you really care about your career, and I admire your work.”
Why it works: If your loved one was particularly invested in their work before the restructuring, they may be struggling to find the same sense of purpose in their new situation. This praise for your friend will remind them that their work is valuable, and they are appreciated.
How to recover
Even with the best intentions to support your loved one, you may make a mistake and say the wrong thing. If you say something that is not as helpful as you intended, admit your mistake. Let your friend know that you’d like to hear more about their situation so you can have a better understanding of how you can best support them.
For example, maybe you were dismissive of the gravity of their situation. You could follow up with something like: “I’m sorry, I underestimated your connection to your job. I want to know more about what this career means to you so I can better support you going forward.”
Other suggestions
When your loved one is experiencing job-related stress, they may need extra reminders to take good care of themselves. Invite your friend to participate in self-care activities, like outdoor exercise, enjoying a nourishing meal or practicing a hobby.
If appropriate—confirm this with your friend if you’re not sure—offer to help your friend with some career-related tasks. This could include reviewing their resume or helping to research potential next steps.