Regardless if it is at HOME or at WORK the principles noted are the same in life and your actions give comfort to others at that time in life in ways you have no idea how much. When people, family or friends pass it is always tragic and for some it impacts them more than others so how as MANAGER or SUPERVISOR or as a COMPANY can you help!
Some of the ways to support a grieving employee at the time of a loss, such as a death in the family, include:
· Attending the funeral or service.
· Sending a card or flowers on behalf of the organization or the team.
· Acknowledging and saying something simple such as “I’m sorry for your loss.”
Avoiding clichés, such as:
o You’re never given more than you can handle
o This too will pass
o You’ll get over it
o It’s for the best
o It’s God’s or their makers will
o You need to stay busy
o Time heals all things
o You must be strong for others
· Preparing food or dropping by the employee’s home.
· Asking the grieving employee what you can do to help.
· Being open to the employee’s need to talk about their loss.
When the employee returns to work
Managers and co-workers are not expected to take on the role of grief counsellor for an employee who has experienced the loss of a loved one. However, there are ways to be supportive in the workplace.
· Learn to identify that some employees may return to work too soon, and may need more time to sufficiently recover from the loss.
· Recognize that some employees will find comfort in getting backinto a work routine. Don’t discourage these employees from returning to work.
· Be watchful and do what you can to ensure that grieving employees are looking after themselves during the grieving process, by eating well and drinking enough water, as dehydration is common when people are in grief.
· Briefly but frequently show concern and ask what you can do to help.
· Ensure the employee has someone at work they can talk to about their loss if they wish to. Ideally, this should occur during break times.
· Treat the employee as normally as possible.
· Understand that it is not unusual for someone to experience significant grief for a period of years.
· It is normal to cry at any time when grieving and it is not usually necessary to try and stop it. If the crying interferes with customer service or the work environment, have a conversation with the employee about where there is a safe and private space they can use to cry.
· Refer the employee to Employee Assistance Program and other supports if appropriate for counseling or other services.
Supporting productivity in times of grief
The most common physical responses to grief are low energy, muscle aches and pains and generalized tension. This may result in employees being unable to cope with work tasks. This can be even more apparent for those who are also experiencing mental health issues. There are approaches that you can use that may help employees remain productive as they go through the natural process of grief from loss.
· Use Developing a Workplace Plan to discuss with the employee any modifications that can help them do their work.
· Offer specific, concrete help such as information on bereavement leave and benefit entitlements. When appropriate, offer to help with paperwork associated with medical claims or life insurance policies.
· If possible, be flexible about time off, especially during the first year of bereavement, keeping in mind that some employees may need more time off than others.
· Reduce or eliminate pressure by prioritizing a grieving employee’s responsibilities and with their input, when possible, reducing their workload for a time.
· Avoid assigning new tasks or additional responsibilities when the employee is still struggling with grief.