5 THINGS MANAGERS CAN DO FOR EMPLOYEES EXPERIENCING BEREAVEMENT

With over 13,000 Covid related deaths in Canada chances are your company has grieving employees.

Compassion is a sign of a positive workplace culture. A compassionate manager can improve employees’ performance through greater loyalty, increased commitment, and overall, a higher functioning team.

Death is never easy but the current restrictions make it even more difficult for both the person experiencing the loss and their support system. Work colleagues and managers are a part of the support system, yet with reduced day-to-day contact, the call for support sometimes goes unanswered.

There are things that a company can do beyond providing the provincially mandated days off. The actions listed below are helpful for any bereaved employee and may be even more important now. Losing someone to Covid adds layers of anxiety as people are concerned about the safety of themselves or other contacts, may feel isolated, or unable to be physically with their support system.

• Assign a Company Contact: Dealing with the logistics of death can be overwhelming. Funnel the company communications through a single individual to take some of the pressure off the employee and their colleagues.

The assigned individual is the contact for all things work related such as arranging back up for any projects or work and redirecting email and client related calls.

The contact can also act on behalf of colleagues through communicating of the loss, answering questions, and collecting the condolences, frozen casseroles, and cards from employees to be delivered, without contact, to the grieving employee. Obviously, good friends of the employee will reach out as they feel appropriate.  

• Listen: You must say something. A simple “I am sorry to hear about your loss” may be enough for casual acquaintances, but the assigned contact should show a willingness to listen and to respect the confidentiality of the bereaved.

Find out what the employee would like by way of support from their colleagues.  People will want to support their colleague and are often unsure what to do. If you are comfortable, ask the preference for recognition. The bereaved may have a charitable preference over flowers.

• Know Your Limits: Mangers need to be clear when making promises. “Take all the time you need” can have painful repercussions. Each province has different legal requirements for job protected bereavement leave (Alberta requires 3 unpaid days). Your company policy may be more generous than the provincially mandated requirements, but it won’t be a blank cheque.  

• Provide Resources: If you company has access to an assistance program ensure the employee has the contact information. Additionally, most provincial health services have supports in place that may help. For example; British Columbia has a bereavement helpline and Alberta provides information through Grieving Together. Additionally, Canadian Mental Health Association provides mental health support across Canada.

• Remain Compassionate: Bereavement is not a linear process, nor is it the same for everyone. Consider offering additional unpaid time off or partial return to work. As the year progresses, holidays, birthdays, and anniversaries may cause emotional difficulties. Check in frequently and alter your expectations as necessary to support the grieving process.

Dealing with grief is difficult, dealing with grief in a pandemic is complicated. Understanding and compassion help ensure your colleagues feel supported. If you require additional information, coaching or policy development around bereavement, HR Continuum can help.