LEADERSHIP INSIGHTS

Grief in the Workplace – Creating an Empathic Leadership Approach

Recognising there is minimal statutory support means the way we respond and help our workforce is essentially a decision for company policy

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Jane Savage
Mon 12 Jul
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Grief in the Workplace – Creating an Empathic Leadership Approach

Grief can come from experiencing a range of circumstances; not only personal family, friends or loved ones but also ‘professional’ such as the loss of colleagues, clients, patients or customers. Another area which is sometimes overlooked is that of ‘anticipatory’ grief where there is a diagnosis of terminal illness or a chronic condition.

Grief is complicated. Where it begins and the triggers that can resurface feelings, are dependent on a host of factors, unique to each individual and each situation, and different emotions will be experienced. It’s important to accept and expect all emotions, and that all are ok to have.

Common concerns

  • The most common concern raised was fear of saying the wrong thing. Is it actually better to say something, rather than nothing?  It’s ok to say “sorry, that came out wrong…”
  • The stigma around certain circumstances such as suicide, miscarriage or traumatic deaths may result in a reluctance to talk. Create a safe space and know it’s ok not to have the answers, but instead ask how you can help.
  • Fear of looking unprofessional if you get emotional. Is this being unprofessional or is allowing our vulnerability, especially in our senior leaders, showing we’re human?
  • We may feel uncomfortable knowing the situation is impossible to ‘solve’. Knowing where to signpost to support networks and what your organisation can offer in practical support can go a long way towards minimising stress.

What can we do?

Consider the assistance you give to your managers and team leaders when supporting individuals through grief. What would you include in an advice and guidance ‘toolkit’? For example, creating comprehensive policies and links to find them, tips on what to say? Perhaps consider a support group for managers to share their experiences.

Whatever steps you take, a compassionate, flexible approach from employers can help minimise the impact on the individual and your business.

Useful websites

https://www.acas.org.uk/example-bereavement-policy-template
https://www.acas.org.uk/time-off-for-bereavement/supporting-an-employee-after-a-death
Sue Ryder: Bereavement top tips for employers and line managers

 

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