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Layoffs have become one of the defining workplace realities of our time. From the COVID-19 pandemic to the rapid rise of AI, global disruptions have pushed organizations into constant cycles of downsizing and restructuring. But while headlines focus on those who lose their jobs, there’s another group we rarely talk about: the ones left behind.

These employees, the so-called layoff survivors, are often praised as resilient “workhorse heroes” – the ones who shoulder extra responsibilities and keep the organization moving. Yet, beneath this surface of resilience, they may be among today’s most vulnerable workers.

When Survival Turns Into Overload

Surviving a layoff doesn’t bring relief – it often brings overload. Employees are asked to cover the tasks of their departed colleagues, typically with little to no raise, minimal recognition, and almost no clarity on what’s next.

Suddenly, they become the workhorse heroes: doing more with less, staying late, and carrying the unspoken expectation that they’ll hold things together. In industries like tech or media, this can mean crushing workloads, constant job insecurity, and even debilitating “survivor’s guilt.”

Ironically, while organizations may hope this drives productivity, poorly managed layoffs often lead to the opposite: reduced creativity, weaker innovation, and deep disengagement.

The Psychological Spiral

The problem isn’t just extra tasks; it’s the profound emotional cost (or mental strain). Survivors frequently report anxiety, burnout, and profound feelings of mistrust toward leadership. Workloads climb, but resources stay flat. Teams shrink, yet expectations expand.

This mismatch quickly fuels exhaustion, emotional fatigue, and lower job satisfaction. In some cases, it escalates into serious mental health risks – distress, anxiety, and even depression. As research highlights, when job demands rise but resources don’t, employees are stretched to their limits, resulting in burnout and disengagement, especially when layoffs are perceived as unfair.

The Organizational Backfire

What begins as a cost-saving measure can quietly turn into an expensive mistake. Burnout among workhorse heroes chips away at culture, trust, and innovation. Survivors feel unsupported, skeptical of leadership, and deeply disconnected from their organizations.

Over time, this cracks the psychological contract between employees and employers. And once that trust cracks, the very people relied on to rebuild may disengage.

Breaking the Myth: Why Self-Compassion Matters

We need to challenge the myth that layoff survivors are superheroes who can endlessly absorb pressure. They’re human – and like any workforce, they need tools to sustain resilience.

The work of Dr. Kristin Neff and Dr. Christopher Germer is particularly relevant here. Their model shows that burnout is not just a demand-supply mismatch, but is often fueled by a harsh inner critic. They outline three elements of self-compassion that can help employees counter burnout:

• Mindfulness: Recognizing and accepting difficult feelings instead of tying self-worth to performance.

• Common humanity: Realizing setbacks are not personal failings, but part of larger global disruptions.

• Self-kindness: Giving oneself permission to rest and step back from constant self-pressure.

Together, these practices help survivors reframe their experiences, reduce emotional fatigue, and build genuine resilience against burnout.

Rethinking Support: EAPs With Cultural Sensitivity

Organizations also have a role to play. Employee Assistance Programs (EAPs) are critical, but they must go beyond surface-level stress management. Embedding self-compassion practices into EAPs can genuinely help survivors adapt, manage stress, and recover emotionally.

Yet, significant barriers exist. In perfectionist work cultures, self-compassion may be seen as weakness. In collectivist cultures, self-criticism is often framed as social responsibility. And in capitalist-driven environments, mindfulness programs may even be perceived as encouraging passivity.

This is why cultural sensitivity must be built into EAP design. Without it, even well-intentioned programs risk being dismissed or misunderstood by the very people they are meant to help.

Final Word: A Strategic Necessity, Not Just Kindness

Supporting the workhorse heroes isn’t just about compassion – it’s a strategic necessity. Survivors carry the burden of layoffs, and without support, their burnout will undermine long-term organizational recovery.

By reframing the myth of the workhorse hero, investing in culturally sensitive EAPs, and normalizing self-compassion, organizations can build a workforce that is not only more resilient but also more engaged -prepared not just to survive disruption, but to grow beyond it.

Saovanee (Bigg) Noppaprach, PhD, C.P., Counseling Psychologist