Helping Federal Employees with Coaching
Learn more about coaching and fast-track ICF-accredited coach training.
Recent mass layoffs within the federal workforce have generated widespread concern, leaving many employees feeling shocked, frightened and severely stressed. The current administration has framed these dismissals publicly as a necessary move to address issues like waste and the federal deficit. However, the pace and manner in which the layoffs have taken place—without seemingly having carefully considered impacts or a genuine evaluation of performance—have created deep distress for those fired and those still employed.
Here's one example from my hometown: Ben Vizzachero. Ben lives near me and is a passionate wildlife biologist who until two weeks ago worked in the beautiful mountains behind my town, Los Padres National Forest. He lost his position amid the wave of initial terminations and decided to attend President Trump's address to Congress as a guest of his district's representative. After the speech, he confronted Elon Musk, whose influence on cutting the federal workforce allegedly contributed to Vizzachero's dismissal. In the tense exchange, Vizzachero asked, "Mr. Musk, am I waste?" Although his question went unanswered in a satisfying way, he felt it was crucial to stand up for himself and the thousands of federal employees who also lost their jobs under similar circumstances.
Download the Free Report
Six Factors to Consider When Choosing Your Coach Training
Privacy: we do not release contact information.
Emotional Reactions of Laid-off Employees
Laid-off federal workers are experiencing a range of strong emotions. Many describe feeling blindsided, especially if they received strong performance evaluations before their dismissal. This sense of being caught off-guard, and disparaged as a federal employee as wasteful or fraud, fosters feelings of shock and betrayal, particularly when public statements imply they were let go for poor performance. Financial insecurity and uncertainty about future career prospects then deepen their anxiety, as they question how to re-enter a potentially challenging job market.
The swift termination of over 100,000 federal employees has created frustration, despair and in some cases rage. Most of them feel their firing was unjust, intensifying their sense of anger and disbelief. Anger and resentment grow, particularly when leaders laud the budget cuts that have ended so many federal careers. For example, listening to applause at the State of the Union address in support of the workforce reductions can feel like a hostile affront to one's professional value. This emotional weight is often amplified by a loss of professional identity. Federal workers often feel a profound sense of purpose tied to public service, protecting public lands, implementing community programs, or advancing research—and losing that role so abruptly can threaten their sense of self-worth.
Emotional State of Remaining Federal Employees
Those employees who still have their jobs face a different but equally heavy emotional burden. Just today, a colleague of mine shared with me how his wife, a federal employee in the health sector, feels terrified every day that suddenly her ID card will no longer open the door of her workplace – signaling that she has been fired too. He told me emphatically, raising his voice, "she is literally terrified!" The sudden departure of colleagues often leads to a strong fear of becoming the next target of layoffs. This heightened tension often manifests as plummeting morale, with employees struggling to maintain focus when they sense their own job security is at risk.
Expectations that more firings could occur in the near future, leads to a cycle of anxiety, reduced engagement, and lower overall productivity. Some employees also grapple with a version of "survivor's guilt," questioning why they remain employed while capable colleagues have been let go. This mix of fear, guilt, and diminished trust can have a lingering impact on team cohesion, workplace culture and personal well-being.
Understandably, some terminated employees may engage in community-building and collective action, channeling their outrage toward improvements in workforce policies by pressing for fair reemployment rights, advocating for policy changes, and holding policymakers accountable.
How Coaches Can Support Both Groups
Executive, career, and wellness coaches are uniquely qualified to assist individuals dealing with upheaval. Drawing on International Coaching Federation (ICF) competencies, they can provide structure, empathy, and strategic tools to help clients deal with the complex emotions and after an initial phase of grief and anger, move forward. Below are four specific steps, strategies, and questions coaches may use in sessions with employees, whether recently dismissed or concerned about their future.
Establish Emotional Safety and Trust
A supportive coaching environment offers a confidential space for clients to process their feelings without judgment. Coaches align with clients by co-creating a safe, clear framework for open conversations.
Sample Coaching Question
"What do you need in this space to feel comfortable sharing your experiences and emotions?"
Co-Create an Action Plan Focused on Resilience
By helping clients outline practical steps for regaining stability, coaches can ease feelings of helplessness. This often includes revisiting accomplishments, identifying transferable skills, and brainstorming new career paths or ways to adapt within the current organization.
Sample Coaching Question
"Which of your core strengths can guide your next steps, and how can we structure an action plan around them?"
Reinforce Self-Awareness and Confidence
Many of the terminations are occurring with little regard for individual merit, which not only leads to anger and despair, but also may erode self-esteem. Coaches can encourage self-reflection through journaling, assessments, or guided discussions to remind clients of their past successes, core values, and personal goals.
Sample Coaching Question
"What moments or achievements reaffirm your ability to handle challenges like this?"
Encourage Constructive Communication and Support Systems
Federal employees coping with fear or a sudden transition benefit from recognizing and leveraging their networks. Coaches might guide them to reconnect with peers, mentors, or professional groups for emotional and practical support.
Sample Coaching Question
"Who in your network can you reach out to for practical advice, and how might those conversations help you move forward?"
Benefits of Coaching Interventions
Empirical Data on Coaching Effectiveness
Studies published by the International Coaching Federation indicate that 80% of coaching clients develop heightened self-confidence. In times of abrupt workforce reductions, having a structured way to develop resilience can be crucial. Right Management's research reports that terminated employees who get to work with a coach land new career opportunities two times faster than the Bureau of Labor Statistics average.
Positive Organizational Outcomes
Research appearing in Harvard Business Review points to coaching as a tool for maintaining morale, even during periods of significant disruption. By coaches offering a channel for emotional processing and professional development, coaching can help both clients who have been fired, or those who have been spared.
Conclusion
The recent wave of federal layoffs has caused tension for everyone involved, including those who were unexpectedly dismissed and those still employed. When workers like biologist Ben Vizzachero lose their roles so suddenly, it underscores the extent to which these cuts may also undermine our public services. Despite the chaos affecting many people, the emotional responses—from anger and despair to uncertainty—can be helped with empathetic coaching.
Coaches play a role by creating a safe environment, guiding self-reflection, building resilience, and fostering support. Rather than dwelling on politics, the aim is to empower workers with tools that restore confidence and strengthen their ability to navigate change. Skilled coaching often provides the support needed to move forward and maintain well-being in the face of unprecedented job insecurity.
