Grief in the workplace
While grief in the workplace is often underestimated, it can have a major impact on employees and teams. When an employee loses a loved one, it suddenly changes not only his or her personal life, but also impacts how this person is present at work. As an employer and organisation, it is important to acknowledge this.
On this page
- What do we mean by grief in the workplace?
- How does grief impact employees and teams?
- What can you do as an employer in terms of grief support?
- Five practical tips to support employees
- How do you make grief a topic of discussion within your organisation?
- Which support does IDEWE offer regarding grief in the workplace?
What do we mean by grief in the workplace?
Grief in the workplace refers to the way in which an experience of loss - such as the death of a family member, friend or colleague - affects the professional lives of employees. This process can fuel a range of emotions such as sadness, anger, confusion or even feelings of guilt. Everyone grieves in their own way and there is no fixed timeline. For the employer, this means providing space and understanding without resorting to one-size-fits-all solutions.
Prepare your organisation for the impact of grief.
How does grief impact employees and teams?
A personal loss can have a significant impact on the performance of an employee. This can manifest itself as reduced concentration, less energy, emotional sensitivity and less engagement. Physical complaints are also part of the grieving process: insomnia, fatigue, headaches, tension in the body or reduced appetite are common reactions. These psychological and physical reactions are a normal expression of grief but can make work extra difficult.
Grief can also cause communication problems, reduced productivity, a higher incidence of error rates and a greater need for breaks. In some cases, this even results in (long-term) absence. The need for understanding and support from colleagues and managers increases.
The team is also affected by a team member's loss. Tasks need to be redistributed, team dynamics and the atmosphere may change, and colleagues do not always know how best to react. So it is important to pay attention not only to the grieving employee, but also to the team as a whole. A proactive, empathetic and open approach is crucial to support both the individual and the team.
What can you do as an employer in terms of grief support?
As an employer, you play a key role in the grief process. By offering recognition and support, you give employees the space to reflect on their loss and at the same time – step-by-step – tofind their place in the organisation again.
Important points to consider:
- Involve managers and HR. They are closest to the employee and are often the first point of contact.
- Show recognition and empathy. A listening ear can already make a big difference, both for the person concerned and for their colleagues.
- Show flexibility. Discuss options for bereavement leave. Temporarily adjust working hours, breaks, tasks or responsibilities as needed.
- Ensure a supported policy. Make clear agreements and communicate them transparently within the team and the organisation.
Five practical tips to support employees
A good approach to grief requires concrete actions in addition to a robust policy. These tips will help you make a difference for employees who have lost a colleague:
- Make room for emotions. Let colleagues share their feelings during a team meeting or in an informal setting.
- Provide clear information. Communicate openly about the death, the consequences for work and possible support.
- Encourage connection. Make sure that the team can make an appropriate gesture together, such as a card to the family or attending the funeral.
- Respect personal limits. Not everyone wants to participate in commemorative moments or conversations in the same way.
- Provide follow-up care. Continue to monitor how the employee and the team are doing, even weeks or months after the event.
Would you like practical guidance on disruptive events and grief in the workplace?
How do you make grief a topic of discussion within your organisation?
Talking about grief is often difficult, but openness helps to avoid misunderstandings and tension. Discuss with the employee concerned what they need and what may or may not be shared with colleagues. Encourage colleagues to show understanding when responding. Also mention grief explicitly in internal communication and make it clear that grief is allowed. This creates a workplace culture in which emotions can be discussed and that is founded on respect for personal boundaries. That way, grief is recognised as a shared human experience rather than a taboo.
Which support does IDEWE offer regarding grief in the workplace?
Approaching grief in the workplace in a caring way? Our experts on psychosocial aspects can assist you with:
- including grief in a policy on traumatic events or sickness absenteeism;
- supporting managers and HR in their roles;
- strengthening resilience within teams through supervision;
- training and advice for managers or an in-housel care team on supportive discussions and appropriate care within the organisation.
Would you like to prepare your organisation to deal with loss and grief in a better way?
Contact your IDEWE prevention advisor on psychosocial aspects.
Is your organisation dealing with grief following a colleague’s suicide?
IDEWE’s and VLESP’s suicide prevention at work toolbox provides guidance.