Grief in Workplace

... From Biz2Biz NWA June/July 2009

By T. Kalbas-Schmidt / ASBDTC / Fayetteville

The work environment can either be a breaking point or a healing point for those who are facing grief. By understanding how the workplace culture impacts us, we can pave the way for a healthier, more productive future for employees and the organization.

Executives are now being called to change the culture that doesn’t allow for grief in the workplace. Why should you take steps to promote functional grieving at your company?

Grief impacts people every day. The Grief Recovery Institute claims $75 billion is lost every year in productivity due to grief. Grief creates a wave that ripples through an organization, eventually affecting everyone.

Grief is defined as the full range of an individual’s coping response to any significant loss. We normally think of grief related to death, but grief happens when people divorce, lose a friendship, home or job, or suffer physical disabilities. Grief is also an emotional response to loss, and may include deep and lasting feelings of distress and pain. While common to us all, grief is a very individual process, with several phases that vary from person to person.

Evidence shows that the success a grieving person has in returning to the corporate social structure is directly related to how colleagues react to their grief. Those helped during their bereavement are more likely to give support to other co-workers facing difficulties. Not surprisingly, managers play a critical role in a grieving employee’s time of transition back to the workplace. How can you help?

• Be proactive in creating a supportive workplace. Make sure the employee is neither isolated nor overwhelmed.
• Act as a role model. A manager’s caring support and professionalism will set an example that lasts long after the experience. Support the efforts of others who are helping, and expect the best rather than the worse.
• Communicate concern personally and on behalf of the company. Talk with the bereaved about their return to work and how they want to be supported upon return.
• Show interest and understanding in their situation. Create an atmosphere of trust, helpfulness and loyalty.
• Respect their privacy. Keep your meetings with the individual private.

What should you do when a colleague experiences a loss?

Do:
• Respect their silence.
• Acknowledge their loss.
• Be patient.
• Be flexible.
• Offer to help with the workload if appropriate.
• Encourage them to talk and give them opportunity to do so.
• Acknowledge important anniversaries suitably and sensitively.
• Discourage them from making major decisions early in their bereavement.

Don’t:
• Pressure them to get on with their work.
• Minimize the impact of their loss.
• Limit the time in which support is given.
• Expect them to get “back to normal.”
• Let your embarrassment stop you from offering support.