As a manager or supervisor, you may be the first to know if someone on your team has lost a loved one during the CODVID 19 pandemic. You are in a unique position to offer support to these individuals and help them navigate professional responsibilities during this difficult time. If at any time you would like
assistance with how to support a grieving employee, please contact us.
Sorrow and grief are normal reactions to loss, and feelings of shock, anger, guilt and denial are common emotions following a death. During these times of COVID-19, grief may also feel lonely, isolating and even overshadowed by the pandemic. There are several ways that managers and supervisors can effectively support grieving employees during these challenging times, including:
- Saying something simple such as I am so sorry for your loss in a genuine and caring way
- Acknowledging how difficult this time must be for the employee without the usual burial and/or cultural rituals
- Ensuring the employee that you will be available to help manage work responsibilities during the bereavement time and then when they return to work
- Being open and available if the employee needs to talk about their loss
- Sending a card, flowers or gift basket to the employee’s home on behalf of the team
- Making a donation in memory of the deceased on behalf of the team
- Preparing and dropping off food at the employee’s home or having a meal delivered from a local restaurant
Some things to avoid saying or doing include:
- Blaming the government or politicians for the pandemic - This does not ease the pain.
- Saying things such as:
- I know how you feel – One can never know exactly how another feels
- He/she is in a better place – Keep beliefs to yourself unless asked
- Your pain will pass; You will get over this – This may or may not truly happen. People move forward but grief may always be present to varying degrees
- You need to be strong for your family – This may feel too overwhelming for the individual
- This is God’s way – Again, keep beliefs and religion to yourself unless asked
Once the employee returns to work, either in person or remotely, you can continue to support him/her. Keep in mind, some individuals may find it helpful to be back at work as a distraction, and it is important for you to respect the employee’s stated needs. These are some suggestions that you may want to discuss with the employee directly:
- Develop a work plan to help ease the employee back into job responsibilities
- Avoid additional responsibilities during the initial days and weeks back at work
- Understand that the employee may feel sad and distracted at times. If possible, let the employee take extra breaks to cry or contact a friend or family member by phone
- Whenever possible, allow the employee additional time to do their work and/or obtain help from other team members
- Stay in touch with the employee throughout the day via email, text, phone calls. As many folks are working remotely during this time, this will help the employee feel supported and connected
A grieving person often feels depressed, confused and disconnected from others, and these emotions may be more prevalent during COVID-19. However, as a manager, you can look out for some warning signs that an employee may need more help coping with grief. Some examples include:
- Difficulty completing work tasks, even with extra help or additional time
- Withdrawal from colleagues
- Frequent crying spells
- Extreme focus on the death
- Neglecting personal hygiene
- Shared feelings of hopelessness
- Talking about dying or suicide
If you notice these signs or are concerned about an employee, we encourage you to reach out to us for consultation.
