Grief is a part of our everyday lives. It overflows into every aspect of our lives, including the workplace. When you’re grieving at work, you feel vulnerable and can fear being exposed. If no one notices, some employees will tend to isolate. This affects their productivity, collaboration, and overall morale. Yet if a manager has a listening ear, they can help the employee begin to navigate their loss which will impact many. Unfortunately, too many managers are not prepared to help their employees feel supported during times of loss. For example, 58% of managers got no training when they got promoted; 75% of employees quit because of their manager not their job, and 69% of managers are uncomfortable communicating with their employees. (statistics from www.theladders.com ) Considering these stats, it would benefit managers to learn about grief and grow in their communication skills. It is essential to become educated on how to process our grief, and so helpful to know how to help employees. Of course, human resources are there for many of these situations, and they often require a team effort. However, the first person many employees talk to about their needs is their manager. If the manager reacts with impatience, irritation, or a lack of concern, this attitude leaves a lasting impression on the employee. For example, some employees have expressed how disheartened they were when their managers responded with coldness or an irritated vibe as they shared about their loss. Recurrent problems frequently follow these interactions because of the atmosphere on the team.
Yet, if a manager can respond with empathy, compassion, and genuine concern, the bond of trust has been strengthened, and the door has now been opened for more opportunities in the future to have a positive influence. Interactions inconsistent with the company’s vision affect the ambiance and the goals. The expression “teamwork makes dream work” is just a phrase, not reality if these moments are not handled well. Building trust must be a priority because it is fragile and paramount for all successful relationships.
Leadership has never been only about the bottom line. It involves leading with wisdom and being an example worthy of following. People know when you genuinely care and are the real deal. Often, the managers who are helpful to their employees during a difficult time are the same ones who get promotions. Why? Simply put (but not always easy to achieve), because they have built an effective team with good communication, a caring atmosphere, and trust without forfeiting high expectations. This allows the team to work together and powerfully fulfill their role in the company. You can be one of those managers who excels as you seek to learn about grief sooner rather than later.
