Several weeks ago, I lost someone very dear to me. She was my friend, supervisor, colleague, and sister in spirit. Her sudden and tragic death has impacted all areas of my life. I asked another coworker, “Why does this hurt so bad?” To which she replied, “Because she was family.” That statement not only gave me a valid answer but permitted me to grieve in the way I would a family member.
I think it’s essential that, as leaders, we understand how grief and loss affect our team and organization. It’s jarring, of course. But to some of your team, it is indeed the loss of a family member. Work families have become just as important as our blood relations in many cases. Whether you’re a small organization or the very largest of global companies, chances are the passing of a coworker is affecting someone more than you realize. How do we, as leaders, help them through this crisis? We know our HR rules; the coworker was not an immediate family member, so bereavement is often not an option. We still must come into work every day and see the empty desk/office or pass by the copier where you shared a much-needed laugh. And, if, like me, that person was also a large part of your personal life, you’re reminded at every turn, texts, jokes, memes, restaurant haunts….the list of triggers goes on. I think the survivor’s guilt is the worst part for me. She was one of the most amazing women I knew. So, how do we cope? And how, as leaders, do we help our most valuable resources begin to heal so they can find a new normal? Well, I found some tips I wanted to share. Acknowledge and Validate Emotions: In times of grief, it is essential to create an environment where employees feel safe expressing their emotions. Encourage open and non-judgmental conversations, allowing individuals to share their feelings without fear of reprimand. This validation of emotions helps in the healing process (Kubler-Ross & Kessler, 2005). Provide Professional Support: Consider offering access to mental health professionals, such as counselors or grief therapists. Grief support services can be crucial for individuals struggling with the loss, as they can provide guidance and coping strategies (American Psychological Association, 2020). Communicate Clearly and Compassionately: Effective communication is key in managing grief within the workplace. HR departments and leadership should provide clear and empathetic messages, including details about any memorial services or support resources available (Brock, 2016). Encourage Self-Care: Promote self-care practices, emphasizing the importance of physical and emotional well-being. Encourage employees to take breaks, seek social support, and engage in activities that provide comfort (American Psychological Association, 2020). Offer Flexible Work Arrangements: During times of grief, employees may struggle to maintain their regular work routines. Providing flexible work arrangements, such as reduced hours or remote work options, can help individuals balance their professional and personal needs (American Psychological Association, 2020). Create a Memorial or Tribute: Establishing a memorial or tribute to the deceased coworker can help colleagues process their grief and honor their memory. It provides a space for sharing stories and supporting one another in a collective grieving process (Brock, 2016). Support Team Cohesion: Team cohesion can help employees cope with the loss by creating a sense of belonging and shared experience. Encourage team members to support one another, offer assistance, and check in regularly to maintain a sense of community (American Psychological Association, 2020). None of these things will miraculously stop the pain or the grieving process. But they can help bring order back and give your team hope. Coping with the death of a coworker is a challenging and emotionally charged experience that requires a compassionate and structured response from the organizational leadership. The psychological best practices outlined here provide a foundation for creating a supportive and healing environment within the workplace. By acknowledging and validating emotions, providing professional support, and facilitating clear communication, organizations can help their employees navigate the grief process and ultimately foster a resilient and cohesive workforce. They say time heals all wounds. I would agree to an extent. But deep wounds still ache on rainy days. I wish my dear friend, Amanda, were still here. She would tell me everything will be ok….one day. Sources: Kubler-Ross, E., & Kessler, D. (2005). On Grief and Grieving: Finding the Meaning of Grief Through the Five Stages of Loss. Scribner. American Psychological Association. (2020). Grief and Loss: Coping with the Death of a Loved One. https://www.apa.org/helpcenter/grief Brock, D. (2016). Grief in the Workplace: Developing a Bereavement Policy for Your Organization. Business and Professional Ethics Journal, 35(3), 289-307.
0 Comments
Leave a Reply. |
AuthorDiana White has over 30 years in sales, retail, consumer psychology, and marketing experience as just a few of her skillsets. She established D.E.W. Business Solutions, LLC in 2014 to provide business consulting for small businesses. Archives
October 2023
Categories
All
|