So you're not the "New Kid" at work. Conversely, you're the one that survived a layoff at work. And the tough challenge that lies ahead is keeping your chin up, trying not to enagage in venomous gossip, and making sure your work is done.

A recent New York Times article states that the biggest mistake management can make is to not acknowledge the situation and the impact it is having on employees. When employees feel a lack of control, their anxiety causes negative energy throughout. For example, office mates will gossip about who's staying and who's going. Or rather, who should stay and who should go. Their self-worth is challenged and the result is an unstable office that will undoubtedly affect performance. Moreover, if the staff's unhappy, they will be prompted to look for a position elsewhere.

How can managers create a more stable environment for their staff? Alexandra Levit, president of the career consulting firm, Inspiration at Work, suggests that managers focus on the positive by maintaining that a little effort can go a long way. Going out to lunch with a co-worker can be very therapeutic. Sharing a joke here and there can certainly lighten up the mood. Richard Chang, CEO of his own consulting firm, warns, however, not to be too much of a cheerleader because you might come off calculative, as if you're working not in favor or staff, but for management.

If you find yourself in a situation that does not show signs of improvement, move on. Stefanie Smith, president of Stratex, a New York-based consulting firm, maintains that "if employees do not see office morale improve significantly within three to six months of the initial layoffs, they should start thinking about updating resumes and finding new jobs."

We can tell you that Donnie Wahlberg has moved on.