Alexandra Pflaumer
March 4, 2025
A Story of Uncertainty
Every morning, Marcus walks into work with a pit in his stomach. Will today be the day? Another email. Another restructuring. Another piece of his purpose erased.
Since childhood, Marcus dreamed of doing work that made the world a better place. He found that purpose in public service. As a mid-level government worker, he took pride in making a real impact. But now? Everything is unraveling. Government layoffs are spreading, long-standing initiatives are vanishing overnight, and funding is disappearing. The uncertainty and dread are suffocating, but the work keeps moving forward. And as a leader, Marcus feels isolated, putting pressure on himself to be the strong, stable figure his team needs—while wondering how long he’ll even have a team.
Marcus’s experience isn’t unique. Across industries, workers are navigating job insecurity, shifting policies, and the erasure of work that once felt meaningful. In many organizations, Diversity, Equity, and Inclusion (DEI) initiatives and entire teams are being eliminated. It’s not just about job losses—it’s the loss of values-driven work, the dismantling of efforts to build a more inclusive future. Whether it’s the fear of impending layoffs, the sudden end of meaningful projects, or the broader impact of political and economic changes, the emotional toll is real.
Grief—often associated with personal loss—takes on a new form in the workplace.
Anticipatory Grief: The Weight of Dread
Anticipatory grief is the sadness or anxiety that comes from expecting a loss before it happens. It’s like watching a slow-motion train wreck, knowing it’s carrying your sense of security and core values.
For Marcus, that grief started long before the layoffs. After the last election, policies shifted in ways that made his work harder. He knew change was coming, but now, as he watches entire programs collapse, the dread deepens. After years of having a clear vision for his career, everything is suddenly in question.
When we don’t feel safe—especially in times of uncertainty—our brain moves into survival mode: fight, flight, or freeze. This shows up in two big ways:
Diminished problem-solving capabilities – When we’re in survival mode, our brains fixate on coping strategies rather than creative solutions. Marcus finds himself struggling with tasks and emails that once felt effortless.
The crystal ball of uncertainty – Rather than sit in ambiguity, our brains create worst-case scenarios that feel just as real as the actual event. Marcus sees this as his team comes to him, convinced their group is next in line for layoffs (and he admits only to himself that he’s done the same).
Individual vs. Collective Grief
Grief can be deeply personal, but in workplaces undergoing massive change that is perceived as loss, it also becomes collective. Individuals mourn the loss of their own job security, while entire teams grieve the dismantling of shared missions and professional identities.
Strong teams—especially those rooted in values-based work—serve as powerful sources of resilience. A "we’re in this together" mindset can help people navigate uncertainty as the self-esteem of the whole helps the self-esteem of each individual. But when sudden organizational changes shake that foundation, cracks start to form. Employees may even begin questioning each other’s alignment with shared values, further destabilizing the group.
Community Dismissal: The Unique Pain of DEI and Public Service Workers
What makes workplace grief in government and DEI teams particularly painful right now? The disorienting experience of mourning something deeply important—while members of your broader community celebrate its loss.
It’s not just job cuts. It’s seeing initiatives you fought for being erased. It’s the betrayal of watching people, sometimes even within your own family, cheer for decisions that undermine the well-being of your workplace and the values you hold dear.
If You're Grieving at Work
If you’re feeling exhausted, angry, or just numb—you’re not alone. Grief in the workplace isn’t always obvious, but it shows up in all these ways.
Important Reminders | Your Well-Being Matters
Whether you’ve been laid off or are navigating a tumultuous work environment, don’t lose sight of yourself in the process.
Anchor in Your Values. You may be questioning a lot right now. Take time to ground yourself. What are three values that anchor you, even when everything around you shifts? Write them down. You can also complete a simple exercise to identify your own principles of conduct - consider this a beacon in your job search.
You Can’t Heal What You Don’t Feel. Pushing through without acknowledging your emotions will only make things harder in the long run. Give yourself permission to grieve.
Rest and Boundaries Are Essential. You may feel more exhausted than usual. That’s normal. If you need space today, honor it. Those who respect you will respect your space.
Seek Support. You wouldn’t ignore a physical injury—don’t ignore your mental health. Below are resources to consider:
Psychology Today allows you to search for mental health professionals by a variety of factors including topic, delivery, and insurance.
If you specifically want to navigate how to move forward with relationships in your life or turn your grief into action, you may find a benefit in coaching.
Suicide Prevention
National Suicide Prevention Lifeline at 1-800-273-TALK (8255) or dialing 988.
Crisis Text Line: Text TN to 741741 if you're struggling with thoughts of suicide.
How Leaders Can Navigate Workplace Grief
You can’t control uncertainty, but you can create a workplace that acknowledges and supports people through it.
1. Lead Like a Human
Employees don’t need a perfect leader—they need a real one. You can be vulnerable while remaining professional.
Try this: “Let’s start with a one-word check-in on how everyone is feeling. I’ll go first—today, I’m feeling [exhausted, heavy, uncertain].”
2. Name It, Don’t Numb It
Ignoring people’s emotions won’t make them disappear. You don’t need to have all the answers—just acknowledge the weight of what’s happening.
Try this: “I know this uncertainty is difficult. I want to acknowledge how much this is weighing on you. How can I support you?”
3. Create Stability Where You Can
Even small consistencies—like regular check-ins, transparent updates, or structured meetings—can provide a sense of control.
Do this: Share what you do know, even if it’s limited, and be honest about what’s still unclear.
4. Hold Space & Build Next Steps
Some employees need time to grieve; others want to jump into action. Balance both.
Ask this: “Would you like space to process, or would it help to discuss what comes next?”
5. Protect Your Own Well-Being
Leadership doesn’t mean absorbing everyone else’s stress without support. When your team sees you practicing what you preach, it gives them permission to do the same.
Do this: Set your own boundaries, lean on mentors or professional networks, and model self-care.
Conclusion: Redefining Purpose in Times of Loss
In times of uncertainty, grief isn’t just an individual burden—it’s a collective experience that reshapes teams, missions, and the way we show up for one another. As a leader, acknowledging this isn’t a sign of weakness—it’s a sign of courage. And for those who have dedicated their careers to equity, justice, and service, now is the time to reaffirm what matters most.
For those who have been laid off, know that your worth is not defined by your job title or the policies that have disrupted your path. Your contributions mattered, and the impact of your work does not disappear just because an organization has changed course. Give yourself the grace to grieve, the space to rest, and the compassion you would offer a friend in the same situation.
You can’t control the storm, but you can anchor yourself—and your team—through it. Ground yourself in your values, support each other, and remember: even in loss, purpose can be redefined.
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