July 21, 2015. I was leading a team meeting when my phone rang. It was my husband, so I picked up and told him I was in the middle of a meeting and asked if I could call him back. “No,” he said, “You’re going to need to step out. I have some bad news to tell you.” He told me that my dad had just passed away. In that moment I had to recompose myself, tell my team that I was leaving, and begin my journey of navigating the logistical, legal, and emotional process of losing a loved one. You suddenly find yourself a member of The Club No One Wants to Belong To, and wishing that you could go back and be more supportive and understanding of those who joined this club before you. Sheryl Sandberg and Adam Grant capture so many lessons learned in their book Option B. Here are a few lessons we can deploy at work to help employees who are grieving, that also improve engagement for the full team: acknowledge the elephant, build confidence, and be flexible.
Acknowledge the elephant. Western society doesn’t have norms on how to deal with grief. “How are you?” may be a polite greeting, but it isn’t a helpful one. As Sandberg says in her book, “I wanted to scream my husband just died, how do you think think I am? I didn’t know how to respond to pleasantries. Aside from that, how was the play, Mrs. Lincoln?” We worry so much about saying something awkward or reminding our coworker about their loved one that we err on saying nothing. A good opener can be, ” I am so sorry to hear about your loss. I want you to know you don’t have to go through this grief alone. We are here for you.” Give the person the opportunity to talk about their loved one. After my dad passed, a coworker commented, “Your dad must have been a great guy. There were so many loving stories of him at his service. I’d love to hear more about his time in the Peace Corp if you’re up to talking about it sometime.” Showing a sincere, specific interest and giving the person the choice of how and when to talk about it builds gratitude and engagement. Inviting the elephant into the room allows the person to be authentic, and builds a trusting environment for the entire team.
Build Confidence. Losing a loved one shakes you to your core. You lose your center and have to rebuild. When people return to work, it is important to help them find their new normal in the office. Before he/she returns, ask the grieving person how they would like their first day to go. Share with them what is on the team agenda and invite them to attend any and all meetings they feel up to. We are trying to be helpful when we say things like, “I’m sure you’re not up to taking on this project yet so I gave it to Mary.” Or, “I know you have a lot on your mind so you don’t have to come to the sales meeting.” What that can sound like to the grieving person is, “You clearly don’t have it together, so I don’t want to give you something you will screw up.” Find a project that uses the person’s skills to help accelerate his/her path to productivity. Let him/her get some quick wins and show your appreciation. This same grace should be given to our high potentials in stretch assignments and our new hires/transfers joining the team. Showing that we are confident in people’s talent gives them the confidence to climb the learning curve and engages their hearts and minds at work.
Be Flexible. Business marches to a quarterly drum that seeks order and deadlines. But there is no one experience or timeline for grief. A key part of helping the grieving person re-acclimate at work is setting an initial plan, then adjusting it regularly. When one of my employees had a stillborn, we talked about how she wanted to return to work. There were days when it was important for her to be at work, and there were times where working at home to crunch out some reports was the right thing to do. She knew I trusted her and I knew that offering increased flexibility allowed me to retain a valuable employee. We also revisited her workload on a regular basis. The team worked together to temporarily reorganize our work to help our friend have a successful re-entry while ensuring our commitments were met. Outcomes based goals are meaningful and motivating for everyone on the team, and help the team ensure the most important things get done. It also gives the grieving person the flexibility he/she needs to re-acclimate to the workplace.
Anna Quindlen wrote,”Grief is a whisper in the world and a clamor within.” We all have something clamoring within, that appears only as a whisper to others. Engage your team by acknowledging elephants, building confidence, and offering flexibility. This also creates a safe place for grief to reside and allows grieving employees to thrive.
2 thoughts on “Engage Grief at Work”
Great article, and a timely one for me. Losing my mother last summer was devastating. Losing her to neglect on the part of her nursing home made the grief harder, and will continue to occupy my time as we navigate legal proceedings. Hopefully my company will be understanding and flexible as I continue to maneuver this difficult loss and its long-term fallout.
Thank you. Sarah. You offer wise counsel. I, too, experienced such a loss at work multiple times, and all you wrote resonates with me, too.
Hope all is otherwise well with you.