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ADVISOR: HR
ADVISOR: HR 13
Grief in the workplace during Covid-19 CAROLINE MCENERY managing director, The HR Suite
There are many different types of grief which can affect the workplace. One such form is ‘anticipatory’ grief, which occurs when a loss or sense of doom is expected in the foreseeable future
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While we normally associate grief with the loss of a loved one, many are currently experiencing a different form due to the Covid-19 crisis, stemming from a loss of normality. Here, The HR Suite’s Caroline McEnery explains how best to support employees through these challenging times
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n the ‘pre covid-19’ world, we would normally associate grief with the loss of somebody who we are close to such as a family member, neighbour, friend or work colleague. In general, grief is experienced by everyone at some point in their lives and we all grieve differently. During the global lockdown, many have experienced a less familiar sense of grief all around the world. As described above, there is the grief most of us are familiar with when we lose someone close and are bereaved. However, it could be said there is a further, different sense of grief which many are now experiencing due to the loss of our sense of normality and freedom that we once knew. Despite the easing of restrictions in recent weeks, our sense of normality from a pre-Covid world seems a distant memory. Many people describe a sense of loss due to being unable to connect with family and other social aspects of their lives. While many business owners and employers battle to stay afloat, it is important to allocate time and resources towards the wellbeing of employees. There are many wellbeing initiatives available to employees in the workplace, however, these may only treat symptoms of poor mental wellbeing. Therefore, it is important that grief is identified and treated appropriately. It is essential that organisations manage grief as compassionately as possible.
Many types of grief There are many types of grief and as a manager it is important to try to understand grief and how it affects the workplace. ‘Anticipatory’ grief occurs when a loss or sense of doom is expected in the foreseeable future. Following on from this, ‘normal’ grief begins soon after the loss occurs and the person tries to identify ways to learn to accept the loss and continue their normal routine and daily tasks. A further form of grief is ‘complicated’ grief. This experience lasts significantly longer than other forms of grief and can seriously affect a person’s ability to function and complete the most basic tasks. When this type of grief is experienced, it often requires medical intervention in the form of mental health support which needs to be maintained over a period of time until the person can resume the normal routine of everyday life. It is ongoing and important that the wellbeing of the person is monitored regularly and that they feel supported. Finally, ‘delayed’ grief is when a reaction to the loss occurs at a later time. This can be brought on by another significant life event or by something unrelated. It can present itself in any of the other forms of grief described above. The media has recently highlighted the heroic efforts
of all frontline retail staff, particularly the efforts and commitment of the grocery retail sector. These employees have been praised for their consistent service to customers throughout the crisis. Since the phased reopening of other retail outlets in the sector, more retail staff have returned to put themselves in the frontline. It is important that while there are clear guidelines for employers on the ‘return to work safely’ protocol, that managers and employers also maintain regular check-ins with employees to protect their wellbeing.
Define entitlements and supports In addition to the company bereavement policy, it is necessary to recognise the other forms of grief which many are experiencing due to the coronavirus pandemic. There are many useful supports which can be offered to employees by using a proactive approach. It helps to clearly define employee entitlements and supports. While compassionate leave is not legislatively required, many employers offer it as a gesture of goodwill. In general, it is good to operate an open-door policy with employees to discuss work-related or personal problems which must always be treated in the strictest confidence. It is important, as management, to be of as much assistance as possible in allaying the fears of employees. Employers and managers should make time for employees in this regard and listen sympathetically. These issues often affect employee performance when not addressed and subsequently also affect the business.
Employee assistance programme An ‘employee assistance programme’ (EAP) is a proactive support programme with the objectives of supporting employees whose health or wellbeing is being adversely affected and is recommended for implementation in the ‘return to work safely’ protocol. It gives confidential access to a free, non-judgmental resource that can potentially reduce stress and help to function normally. The EAP allows employees to avail of a range of professionals to help with any issues that may arise including grief. While “we come together by staying apart”, it is important to be more aware of the present moment, including our thoughts and feelings, our bodies and the world around us. If we eat well and exercise regularly, it can positively change the way people feel about life and how we approach challenges; even in this challenge which is one of the most difficult we will ever face. Therefore, it is vital that we all stay positive, be kind and support ourselves and each other through the grieving process. If you require further information, please do not hesitate to contact The HR Suite on (066)7102887. n www.shelflife.ie | ShelfLife July 2020
