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Grief is a natural and necessary reaction to a significant change or
loss. It may follow a crisis or a traumatic life event. Reaction may be
immediate or delayed, and take months or years to resolve. Recovery takes
more than three working days. Grieving people share the following feelings:
shock, denial, anger, guilt, depression, and acceptance.
How managers can support a
grieving employee:
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Your caring support can set an example for other
employees. It can be helpful during the healing process.
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Stay in touch with your employee who has not yet returned
to work. Connection with work may help the employee maintain some sense
of their normal daily life. |
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Acknowledge the loss. “I am sorry for your loss.” “I
can’t imagine how difficult this is for you.” Avoid saying, “This is
God’s will.” “I know just how you feel.” “You can always get another
dog, pet or child.” “God never gives us more than we can handle.” It is
important to listen and take your cue from the grieving employee. Expect
to hear repetition of the story. |
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Managers need to be aware of the delicate balance between
the employee’s need for support, the need to maintain a productive work
environment, and the manager’s personal grief reaction. |
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Educate oneself about the variety of events that can
trigger grief. Some of these include the loss of a family member, death
of a pet, miscarriage, divorce, critical health concerns, a major
disaster, or any significant life transition. |
When the employee returns to
work, ask how you can help. Questions you might consider include:
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Would you like me to share any information with the
others? If so, what information or details would you like them to know? |
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Do you want to talk about your experience when you
return, or would you prefer to concentrate on the work? |
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Are you aware of any special needs at this
time? Privacy? Initial reduced work hours? Help to catch up on your
work? |
The answers to the above
questions may change on a daily basis in the beginning. Employee emotions
are not yet stable. Keep asking the questions and listen to your employee’s
response.
Offer the
Employee
Assistance Program as a resource.
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Employee Assistance Program |
