The 3 years during which the COVID-19 virus ravaged the world was rough. I lost friends and family alike during those 3 years although many not to COVID but to other various ailments and diseases. Regardless, the desolation I felt was the same and in retrospect, I don’t think I was coping very well. I remember for example the death of a family member which hit me for six (a cricket analogy) where I cried into my keyboard for many hours after getting the news and went through those “woulda-shoulda” moments in my mind. I was at a loss with my loss so to speak.
In the last week, one of my favourite columnists in the local newspaper passed away and, although I did not personally know him, I – and perhaps half of the population – read his weekly column in which he shared not only his outlook on national and social issues but also, from time to time, snippets of his life. I feel his loss deeply as if I knew him and I am not exactly sure why. Perhaps it’s because those who pass and are in my general age group bring into relief my own mortality.
Because of my experiences with grief and loss, I found myself asking the question, does HR have a role here to help employees navigate the bereavement process? Grief is such a personal journey that would it be seen as overstepping if HR offered assistance beyond the prescribed bereavement leave and employee assistance programme? I think so. Therefore, this week, I have chosen to write about the role HR should play in helping employees manage their emotions and cope with loss.
Creating a supportive workplace environment is crucial when it comes to helping employees manage their emotions and cope with grief and loss. Compassion is the foundation of a supportive workplace culture and as an HR professional, you play a vital role in building a culture of compassion within your organization. When employees feel supported and understood during times of grief, they are more likely to navigate the healing process effectively and maintain their productivity at work.
Empathy plays a key role in the culture of compassion. What is empathy? Well, it is the ability to understand and share the feelings of another person. Encouraging empathy within the workplace can significantly impact how employees support each other during times of grief and loss. We can foster a culture of empathy by promoting understanding and respect for individual experiences. In other words, HR leaders should encourage employees to listen actively, validate emotions, and offer support without judgment. By promoting empathy, we are creating an environment where employees feel valued and supported.
As always, leaders in an organisation hold lots of power and, in this vein, managers and supervisors play a critical role in supporting employees through grief and loss. It is essential therefore for HR leaders to provide them with the necessary training and resources to effectively navigate these sensitive situations. As HR leaders we can partner with others to offer workshops or training sessions that focus on developing empathy, active listening skills, and understanding the grieving process. By equipping managers with the tools to support their team members, we can ensure a consistent and compassionate approach throughout the organization.
We don’t only look at our managers and supervisors though. HR leaders also hold the crucial role of leading by example when it comes to building a culture of compassion. As HR we need to show empathy, understanding, and support in our interactions with employees. This translates to being open and transparent about our own experiences with grief and loss, if appropriate. Remember to be authentic because an attempt to fudge emotion or empathy can go sideways very quickly and cause the employee to feel even more triggered. On the other hand, by demonstrating compassion and vulnerability, HR leaders can create a safe space for employees to share their emotions and seek support.
However, one of the most important aspects of supporting employees through grief and loss is encouraging self-care and emotional well-being. According to VeryWellHealth, self-care is the practice of taking deliberate actions to improve one's physical, mental, and emotional well-being. It involves engaging in activities that promote relaxation, stress reduction, and overall health. Encouraging employees to prioritize self-care during the grieving process is essential as it helps them cope with their emotions and regain a sense of balance in their lives.
Grief can take a toll on an individual's mental and emotional health, and it is crucial for HR leaders to provide resources and guidance to help employees navigate this challenging time. By promoting self-care and emotional well-being, organizations can create a supportive environment that allows employees to heal and recover.
There are many ways in which HR leaders can promote self-care within today’s working environment. Perhaps too numerous to list all within this blog however, here are some ideas which have been proven to have an impact:
Providing Resources and Education. HR professionals can play a vital role in promoting self-care by providing employees with resources and education on various self-care techniques. This can include workshops, webinars, or informational materials that cover topics such as mindfulness, meditation, exercise, nutrition, and sleep hygiene. By offering these resources, employees can learn effective strategies to manage their emotions and take care of themselves during the grieving process.
Wellness Programs. Implementing wellness programs can also be beneficial in encouraging self-care and emotional well-being. These programs can include activities such as yoga classes, meditation sessions, stress management workshops, or access to fitness facilities. By providing employees with opportunities to engage in wellness activities, organizations can promote a holistic approach to self-care and support their employees' emotional well-being.
Open Communication and Supportive Culture. Creating an open and supportive culture is essential for encouraging self-care and emotional well-being. HR professionals should foster an environment where employees feel comfortable discussing their emotions and seeking support from their colleagues and supervisors. Encouraging open communication can help reduce the stigma surrounding grief and loss and create a sense of community within the organisation.
Celebrating Progress and Resilience. Lastly, it is important to celebrate employees' progress and resilience throughout their grief journey. HR professionals can acknowledge and appreciate the strength and courage it takes for employees to navigate their emotions and continue their work. Recognizing their efforts can boost morale and provide employees with a sense of validation and support.
Building a culture of compassion is essential for supporting employees through grief and loss. By encouraging open communication, providing training, promoting empathy, and establishing support networks, HR leaders can create a workplace environment that values and supports employees during their healing process. Additionally, by encouraging self-care and emotional well-being, HR leaders can create a supportive workplace environment that helps employees cope with grief and loss. This helps employees navigate their grief journey and ultimately contribute to their overall well-being.
Remember, small gestures of compassion can make a significant difference in an employee's journey towards healing and resilience.