We often hear about the five stages of grief and expect people to grieve when they lose someone important, such as a close loved one. However, grief is not the same for everyone; it looks different depending on the person.
Grief, quite simply, is a person’s response to loss. Some people may have moments where they cry uncontrollably, while others might not cry at all. They may want to be alone, or they may prefer to keep busy. We should respect how someone grieves and who or what they are grieving for, as this fosters an inclusive and supportive environment that prevents disenfranchised grief.
Disenfranchised grief occurs when a person’s grief does not align with society’s expectations and is not openly acknowledged, socially accepted, or publicly mourned. It can often be misunderstood for several reasons:
Understanding the causes is important for creating an open-door policy where employees feel comfortable sharing their grief, no matter what the source.
Grief is a deeply personal and subjective experience. Angeleena May, LMHC, the Executive Director of AMFM Healthcare, says that some may experience it from the loss of a relationship or death of a loved one, while others may experience grief at the loss of an idea, job, or hobby tied to their identity.
Some examples are the loss of:
No matter what your employees are going through, it’s important to be supportive.
Every workplace will face grief. While it may feel distant in the moment, policies and strategies should be in place for when it does occur. Taking a proactive approach ensures that employees feel understood during difficult times.
Here are some ways you can help:
Include your philosophy on grief support in your employee handbook. This will communicate to employees that their well-being is a priority and that the organization is ready to guide them through any loss they may experience.
When an employee informs you of their loss, ask them if they want to tell the team (or if they want you to tell the team). Some employees may wish to keep the loss between the two of you, while others may want the team to know. Respecting their privacy shows that you honor their grieving process.
Employees may need time off to grieve. If they do, review their schedule and tasks to see what can be shifted or delegated to ease their return to work. This action demonstrates your willingness to support them in any way possible.
Regularly check in with employees to see how they’re coping. Everyone grieves differently—some may struggle in the initial days or weeks, while others may struggle later on. Checking in shows you are there for them any time they need you.
Foster an environment among team members that encourages peer support and understanding. Creating this kind of culture helps employees feel comfortable supporting one another, and it can make a significant difference for your grieving team member.
Ensure that employees are aware of available resources such as Employee Assistance Programs (EAPs), mental health professionals, therapy, or counseling services. Offering information about these resources shows that you care about their well-being.
Grieving the loss of loved ones or valued aspects of life is challenging for anyone. While the idea of grief seems far away, it will eventually happen. Being proactive with policies and strategies and creating a supportive and understanding workplace can help lighten the burden of grief for employees. Having policies in place, respecting privacy, offering flexible workloads, and fostering peer support are important steps. By doing so, you create an environment where employees feel valued and able to bring their whole selves to work, no matter the situation.
Content provided by Q4intelligence
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