Grieving is a process – one that doesn’t stop when an employee returns to work.
It can be challenging for managers to know what to say or how to support an employee who’s grieving. As a grief and trauma expert, I want you to know support isn’t about having the right words to say but acknowledging your employee’s needs and creating space for them to mourn and heal.
The Society for Human Resource Management found that most employers offer at most 4 days for bereavement. And that’s just for immediate family. Less time is allocated for extended family members and practically nonexistent for colleagues and friends.
Business Insider also reports that America’s lack of bereavement leave – coupled with higher stakes like the devastating impact of the pandemic – has created a nationwide grief crisis. It’s time for employers to respond with compassion.
Here are 4 ways to support employees who are grieving:
1. Respect their privacy and offer support.
Every employee may not want news of their loss to be shared with the company, so make sure to ask if they want you to inform their colleagues and be mindful of the extent of information you share.
2. Make their return from bereavement as smooth as possible.
No matter how long their bereavement is, returning to work is a huge adjustment for an employee who’s grieving. Make the transition easier by shifting their workload and adjusting your expectations.
3. Communicate and check in.
As a strong leader, emotional intelligence is a required skill. When you become aware that an employee has experienced a loss, contact the individual directly to express your condolences and assure them that you’re there to support them any way you can.
As time goes on, remember to touch base with them periodically to see how you can offer support.
4. Offer bereavement leave and make their return easier.
Bereavement leave is important because it gives people time and space to grieve privately and tend to any necessary business related to their loved one’s death. Remember that running your organization is more than policies and principles. It’s about putting people first and making sure employees know you care for them, especially in their time of need.
It’s tough for any employer to balance business and employee needs during times of grief but making an effort to find better solutions shows you’re invested in your people and empathy is a core value for your organization.
And that’s a great place to start.
Supporting grieving employees should go beyond offering paid time off. As a grief and trauma expert and licensed clinical professional counselor, I’m equipped to help leaders navigate the challenges of supporting employees who are struggling with grief and loss. Get more insight on supporting employees who are grieving by scheduling a consult with Dr. Ajita