SELF-CARE AND SUPPORT

Restructuring, organisational change, and workforce reductions can be among the most
challenging experiences a manager will face. While managers are often expected to support
their teams, communicate difficult decisions, and maintain business continuity, they are
frequently impacted by the same uncertainty, pressure, and emotional strain.

Looking after yourself is not a luxury during restructuring — it is essential. Managers who
prioritise their own wellbeing are better equipped to support employees, make sound decisions,
and lead effectively through change.

It is normal to experience a range of emotions during restructuring, including:

• Anxiety about the future
• Feelings of guilt regarding affected employees
• Frustration or anger
• Sadness and grief
• Increased stress and pressure
• Uncertainty and loss of control
• Physical symptoms such as fatigue, headaches, poor sleep, or difficulty concentrating

Recognising these reactions early can help prevent burnout and maintain resilience.

ASK YOURSELF:

• How am I coping emotionally?
• How is this situation affecting my sleep, mood, and energy levels?
• Am I becoming more irritable, withdrawn, or overwhelmed?
• What support do I need right now?

THE PRESSURE OF “HOLDING IT TOGETHER”

Managers often feel they must appear strong at all times. However, leadership does not require perfection.

Healthy leadership means:

• Acknowledging challenges realistically
• Managing emotions professionally
• Seeking support when needed
• Demonstrating resilience rather than pretending everything is fine

SURVIVOR GUILT

Managers may experience guilt when colleagues lose their jobs while they remain

Remember:

• You are not personally responsible for organisational decisions
• Your role is to support people through the process with empathy and professionalism
• Guilt can become unhelpful if it prevents you from leading effectively

EMOTIONAL FATIGUE

Repeated conversations about uncertainty, performance concerns, retrenchment, or employee distress can be emotionally draining.

Signs include:

• Emotional numbness
• Increased irritability
• Difficulty concentrating
• Reduced motivation
• Compassion fatigue

FOCUS ON WHAT IS WITHIN YOUR CONTROL

MAINTAIN HEALTHY BOUNDARIES

During restructuring, managers often work longer hours and carry additional responsibilities. Protect your wellbeing by:

• Taking regular breaks
• Setting realistic working hours where possible
• Avoiding checking emails continuously after hours
• Scheduling recovery time between difficult conversations

You cannot support others effectively if you are exhausted.

PRIORITISE PHYSICAL WELLBEING

Stress affects both mind and body. Maintain:

• Regular sleep routines
• Healthy nutrition
• Adequate hydration
• Daily physical activity
• Reduced reliance on alcohol or unhealthy coping mechanisms

Even small daily habits can improve resilience significantly.

STAY CONNECTED

Isolation increases stress. Seek support from:

• Trusted colleagues
• Senior leaders
• Mentors
• P&BE partners
• Employee Wellbeing Programme (EWP)
• Family and friends

Leadership does not mean carrying everything alone.

MONITOR YOUR STRESS LEVELS

Watch for signs that stress is becoming unmanageable:

If these signs persist, seek professional support.

When delivering challenging messages:

BEFORE THE CONVERSATION

• Prepare thoroughly
• Clarify facts and processes
• Anticipate emotional reactions
• Know available support resources

DURING THE CONVERSATION

• Remain calm and respectful
• Listen actively
• Allow space for emotional responses
• Avoid making promises you cannot keep
• Focus on facts and available support

AFTER THE CONVERSATION

• After the conversation
• Take time to decompress
• Reflect on the interaction
• Seek support, if needed
• Avoid moving immediately into
  another emotionally demanding
  meeting

Managers often underestimate the emotional impact of delivering retrenchment or restructuring messages. After difficult discussions:

• Take a short break
• Speak with a trusted colleague or P&BE partner
• Acknowledge your emotional response
• Avoid suppressing emotions completely
• Engage in restorative activities after work

Remember: Difficult conversations affect managers too.

Employees look to managers for stability during change.

You can build trust by:

• Communicating honestly
• Sharing information when available
• Admitting when you do not have answers
• Following through on commitments
• Demonstrating empathy and fairness

Trust is strengthened by consistency, not certainty.

Consider professional support if you experience:

• Persistent anxiety or low mood
• Significant sleep difficulties
• Difficulty functioning at work
• Feelings of hopelessness
• Burnout symptoms
• Emotional distress that does not improve

Seeking support is a sign of professional responsibility, not weakness.

RESILIENT MANAGERS:

During restructuring, one of the most important leadership responsibilities is maintaining your own wellbeing. By caring for yourself, seeking support when needed, and leading with empathy and professionalism, you place yourself in the best position to support others through uncertainty
and change.

Remember: Strong leaders ask for support when they need it, maintain healthy boundaries,
and recognise that resilience is built through self-care, connection, and purposeful action.

The LifeAssist Employee Wellbeing Programme (EWP) support is available to managers
who need confidential counselling, coaching, and wellbeing support during periods of organisational change and restructuring