Honoring Contributions in Times of Loss

Across the country, we are facing painful losses. Programs that took years—sometimes decades—of dedication to design, advocate for, and implement are being cut at national, state, and local levels. These include climate-related initiatives aimed at advancing clean energy, reducing emissions, and strengthening community resilience. Such efforts have not only protected our environment, but also improved public health, expanded access to opportunity, and advanced equity in meaningful ways.

Some programs had already begun to deliver results before being reduced or eliminated. Others never even had the chance to launch, despite years of planning and coalition building. For those who invested so much energy in shaping initiatives that never reached implementation, the frustration can be immense—the vision was clear, the groundwork was laid, but the impact could not be realized.

Whether a program was well-established or still in its early stages, its loss represents not only a setback for communities, but also a profound emotional toll for those who poured their hearts into the work.

They have also been job creators—spurring employment in clean energy, infrastructure, and community-based projects—and they have served as vehicles to get new technologies into use, from renewable energy systems to more efficient building practices.

The Human Impact: Layoffs, Fear, and Morale

The cuts don’t just affect programs—they affect people. Layoffs often follow, impacting those whose jobs are eliminated and those who remain. For those leaving, the experience can feel like a painful invalidation of years of service and passion. For those staying, morale can plummet as they grapple with survivor’s guilt, heavier workloads, and the fear that their own jobs could be next.

In many organizations, a lot of the work remains even after staff size shrinks. Employees are left juggling more responsibilities with fewer colleagues to lean on, often while also grieving the departure of trusted teammates. The loss of institutional knowledge compounds the strain, as years of expertise, context, and relationships walk out the door. Over time, this combination can easily lead to burnout, especially when people feel pressure to “do more with less.”

Leaders who must deliver the news also carry a heavy emotional burden. Issuing layoffs is one of the most difficult responsibilities a manager can face, and without proper support, it can erode their own sense of purpose and wellbeing.

The emotional toll is shared across every level: employees, leaders, and community partners. Naming and normalizing this toll is the first step toward healing.

Reflection question:

• Where do you notice fear or stress surfacing most for your team right now?

Why Acknowledgment Matters

When organizations and leaders recognize accomplishments, even amidst loss, they provide essential validation. This validation reminds people that their efforts were not in vain. The programs may no longer exist in their original form, but the learning, relationships, and ripple effects they created endure.

Failing to acknowledge contributions risks leaving staff and partners feeling invisible or dismissed, which compounds grief. Taking the time to celebrate successes helps preserve meaning, restore morale, and reinforce that progress is never completely erased—it becomes part of the foundation for future efforts.

Reflection question:

• What’s a small act of recognition that could make a difference for your team this week?

What Organizations Can Do

Even when resources are limited, there are ways to honor and support those who have worked tirelessly on programs now under threat or discontinued:

• Create moments of reflection. Host gatherings, whether in person or virtual, where team members can share stories of impact and lessons learned.

• Facilitate structured conversations. Guided dialogue helps people process emotions, surface insights, and strengthen their sense of connection. Structured approaches create space for every voice to be heard and valued.

• Document contributions. Capture the history of the program and its outcomes in written or visual form, so that the work is not forgotten and can inspire future initiatives.

• Celebrate individuals. Acknowledge the dedication of staff, volunteers, and community members. A simple thank-you, a spotlight in a newsletter, or a note from leadership can make a difference.

• Infuse play and joy. Even during difficult times, play-based methods such as LEGO® SERIOUS PLAY® can spark creativity, surface insights, and help teams approach heavy issues in a way that feels approachable and enjoyable. Gamification reminds us that problem-solving can include moments of lightness and connection.

• Support those leaving. Provide meaningful assistance to staff being laid off—such as referrals, professional references, and outplacement support through coaching—to help them find new opportunities and maintain a sense of dignity and possibility during transition.

• Support those staying. Recognize that staff who remain often feel heightened stress, fear, and increased workloads. Without acknowledgment and resources, burnout becomes an all-too-common outcome. Regular check-ins, transparent communication, and recognition of ongoing contributions are key to rebuilding morale.

Reflection question:

• What’s one step you could take this month to support both the people leaving and the people staying?

The Role of Coaching

Coaching offers a supportive space in times of uncertainty and loss. It can be offered one-on-one with individuals or in group settings, depending on the needs of the organization. Both approaches create valuable opportunities for support, reflection, and growth. Coaching helps people:

• Normalize their emotions. Grief, frustration, guilt, anxiety, and fear of the future are common when programs end and layoffs occur. Coaching validates these feelings while helping individuals move forward with resilience.

• Address burnout. Coaching helps individuals and teams identify the warning signs of burnout, develop healthier boundaries, and explore strategies to sustain energy and focus over time.

• Build connection. In group coaching or facilitated sessions, colleagues can share their experiences, recognize their common struggles, and strengthen bonds of solidarity.

• Equip leaders. Coaching provides managers with tools to communicate with compassion during layoffs, process their own emotions, and sustain their teams through transition.

• Support career transitions. For those whose jobs are eliminated, coaching offers encouragement, perspective, and practical tools to explore new roles, refine their personal brand, and approach the job search with clarity and confidence.

• Spark creativity. Incorporating structured conversations, playful methods, and gamification helps people tap into curiosity and optimism, reminding them that even serious challenges can be approached with creativity and collaboration.

Reflection question:

• How might individual or group coaching help your team feel more supported, connected, and less at risk of burnout during this transition?

Moving Forward Together

The loss of important programs—especially climate-related initiatives with wide-reaching implications—reminds us of the fragility of progress, but also of the enduring strength of the people behind them. These programs did more than deliver services: they created jobs, accelerated technology adoption, and proved that large-scale progress is possible.

Even when programs never had the chance to launch, the vision, planning, and dedication invested in them matter. That work has built knowledge, created networks, and laid groundwork for future opportunities. By intentionally acknowledging contributions, supporting those impacted by layoffs, and creating space for connection and creativity, organizations can help their teams carry forward a sense of meaning, resilience, and hope.

The work continues—in different forms, perhaps, but always with the same underlying commitment to equity, opportunity, and integrity. Honoring what has been built is an essential step toward whatever comes next.

Support for Your Organization

If you lead a team or organization, you don’t have to carry the weight of these changes alone. Coaching—whether with individuals or groups—can provide a supportive space for your staff to process loss, strengthen connection, reduce burnout, and refocus on what’s possible. Explore what this could look like for your organization.