An often not talked about workplace issue is the impact an employee leaving may have, which is workplace grief. People aren’t just machines that turn on at the start of the shift and switch off at its end. People are people; employees build relationships that run deep. These relationships cause people to be shaped or re-shaped because the relationship existed. Sometimes, they become a much better version of themselves. They recognize the impact the person leaving had on them.
When an employee leaves, they can leave a wake of grief. You have to understand what those stages look like and be able to help and support those impacted process and cope with the loss. There needs to be closure. It equally important to understand how deep those relationships are before the loss happens, but that will be another topic.
Signs of Workplace Grief
The signs of workplace grief can include physical, emotional, and visible social changes. An employee may show signs of exhaustion by making simple mistakes or being forgetful. They might burst into tears one moment and be laughing the next. An employee suffering from workplace grief may suddenly withdraw and not reach out and socialize anymore. They stay quiet in meetings and or make minimal eye contact. Their normal behaviors become erratic.
Knowing the signs to watch out for can help you identify early and provide the support that they need to process the loss.
Ways to Support an Employee Suffering From Workplace Grief
People will grieve in their own way and go through several stages as they process the loss. Being supportive during those stages and helping them through them as best you can go a long way during this tough time.
Go Easy on Mistakes
Their performance begins to diminish, and they miss a deadline for a project, they are not participating in meetings. Take a softer approach and demonstrate your empathy and patience. But, set boundaries, performance suffering isn’t sustainable and will lead to other issues. Exercise flexibility where and when appropriate.
Be Proactive with Communication
Make an effort to start a conversation; let them know you are there if they want to talk. You don’t have to solve it for them, just listen and be present.
Ask What They Need
Simply ask how you can support them through this. Get creative within the confines of the role to find flexible arrangements like shuffling the workload or giving them some new exciting problem to solve.
Don’t Alienate Them
Not everyone will be comfortable helping an employee cope, but it will only make it more awkward for both of you if you avoid them. Now is the time to be more inclusive.
Be aware of the signs of workplace grief. Provide the appropriate levels of support if someone is suffering. Make it part of the discussion because it will happen. People will leave, and people will mourn.
Last updated on August 17th, 2019 at 07:28 am
