Guidelines for Managers and Supervisors
General
Information
Managers or supervisors must assure that work responsibilities are being
met and that employees feel supported and valued. Where these two needs
conflict, these guidelines will help assist employees impacted by personal
and/or job loss, accident, or serious or lengthy illness.
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Helping
Your Grieving Staff Member
- Handle
the situation in a sensitive but forthright manner.
- Set an
example for open communication of everyone - establish contact with
the grieving employee(s) as soon as possible.
- Feeling
awkward and not knowing what to say to grieving employees is normal.
Nevertheless, it is important to acknowledge their grief and loss openly.
- Acknowledge
their loss by sharing your reaction: "I'm so sorry about...."
Always respect the confidential nature of personal or medical information
unless permission has been given to share it with others.
- Be patient,
compassionate, optimistic and available to listen. Do more listening
than talking. Expect an employee will need to talk about the loss many
times, especially during holidays and anniversaries which are extra
difficult.
- Periodic
tears and low spirits are typical. Ask about specific things you might
do to help: do they want any information shared with others, do they
need help with their work? It's a time that demands flexibility.
- Make sure
you ask what you can share and what is confidential.
- Don't
expect employees to "snap out of it" or expect their grief
will go away quickly. You need to create an accepting environment where
grieving is seen as a process that takes time and is normal, yet work
can progress.
- When a
specific individual is not coping well, shows signs of depression or
their grieving response is beyond the range of emotions seen in others,
seek consultation from FASAP for additional guidance.
- In the
case of suicide, advise the worker about the usefulness of survivor
support groups. FASAP will help connect them with an appropriate group
or individual.
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In
the Case of Serious Illness
- The affected
employee may have brief periods of absenteeism or hospitalization to
stabilize their condition. Get to know their health status, capabilities
and medical restrictions, don't allow individuals to exceed their limits
out of sympathy or indifference.
- Don't
pry, but encourage the affected worker to talk about his or her illness
and other pressures.
- Everyone
benefits from having an employee maintain self-esteem, identity, and
integrity to work as long as possible.
- Discuss
realistically plans for return to work. Contact Employee Rehabilitation
Services or FASAP if assistance with back-to-work plans is needed.
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Helping
Other Staff
Ensure
your staff know the facts if the loss is made public: what happened, any
funerals or memorials that are planned, resources to help cope during
the stressful times. This is a good time to address any rumors regarding
the event.
In acute situations (homicides, suicides, overdoses) the event produces
even more employee shock, disbelief, and questions such as "what"
and "why" it happened. These need to be discussed openly to
clarify facts, dispel rumors, and allow grieving to begin. A counselor
from FASAP can be used to facilitate group meetings.
Encourage staff to provide mutual support and sharing with each other.
Encourage employees to participate in expressions of their grief to families
and loved ones (flowers, cards, meals, anything practical to help the
family). One employee may volunteer to be the primary worksite contact
with the family.
If the grief impacts many staff members and disrupts normal operations,
plan for coverage or back-up services. The Employee Relations Office can
consult with you on planning for maintenance of your unit operations or
services.
Acknowledge the strain on co-workers who shoulder additional workloads
while coping with their own feelings. Let them know that you are concerned
for them, too.
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If
a Staff Member Dies
Call a meeting of other staff. Clarify the facts. Give permission to grieve
and talk about feelings. Unanticipated deaths, particularly suicides,
may require additional times to talk.
Bring in
assistance for meeting and talking with workers if feelings are intense
or prolonged. In the case of suicides, debriefing may be particularly
important. Counselors from FASAP are available at short notice.
Be sure that
employees know of funeral arrangements and have time to attend.
Appropriately
acknowledge the worker who died - a charitable donation, bulletin board,
a tribute in the employee newsletter.
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If
the Losses & Accompanying Feelings Are Associated With Downsizing
or Reorganization
Allow
for reflection on and valuing of the past. An actual history or chronology
of the unit's staff and accomplishments is a useful tool for this purpose.
Point out
what aspects of work will remain unchanged. Will there be some "business
as usual?"
Direct
efforts to regrouping and directing energy to the new realities. Help
forge new relationships and a renewed definition of tasks and commitment.
Stress that there may also be gains, such as new opportunity, responsibility
and career growth.
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