As we move towards the holiday season, which traditionally emulates joy, there stands an opportunity to create space to include those of a different sentiment. Grief and loss of loved ones aren’t new to the workplace, for according to the Centers for Disease Control, upwards of 3 million people have died in the past year alone in the United States. Undoubtedly, through degrees of separation, there are many impacts in the workplace. So, while joy is a priority, let’s also amplify our inclusion efforts to support those in need this holiday season. This article provides ideas and approaches managers can use to foster inclusion for those grieving the loss of a loved one this holiday season.
Prioritize The Needs of Individuals
Individuals will vary in what support is needed during the holiday season, especially if they are in the midst of grief. As inclusive leaders and workplaces, we can embrace the perspective that individuals are in tune with personalized needs. Our job is to listen and acknowledge that the grief journey will differ for everyone. We are not the experts on what others need, even if inconveniences occur that disrupt work outputs. Embracing inclusion means altering our expectations of interacting, engaging, and supporting individual needs. Below is an example of a conversation with language on how an inclusive leader can prioritize individual needs.
Inclusive Leader: Hello Person. How’re you doing?
Person: I’m doing fine.
Inclusive Leader: I know this is a tough season for you, especially since losing a loved one. How can I offer support at this time? I have some ideas, but I wanted to check in to see what would be most helpful.
The above recognizes the individual’s grief but also offers support. As inclusive leaders, we must be all right with our efforts not being accepted.
Ensure Managers Understand And Embrace Flexibility Benefits
Managers are necessary to foster inclusion in the workplace. Given ample workload and people management responsibilities, managers can fall short when additional needs crop up that require even more output. Workplaces can do due diligence to ensure managers understand that flexibility is a benefit that can still help achieve bottom-line results. Research says it’s important that managers consider the where, when, and how of work when evaluating flexibility opportunities to help improve how managers engage and support individuals navigating grief. Managers who care and show up, are transparent, vulnerable, and empathetic will be better equipped to navigate grief conversations. For example, creating space for honest conversations is a strategy, even though it may be uncomfortable for managers who believe work is work and personal is personal. Below is an example of a discussion with a plan for embracing flexibility.
Inclusive Leader: Hello Person. How’re you doing?
Person: I’m doing fine.
Inclusive Leader: The deliverables for Project A are coming up before the year’s end. How do you feel about achieving these goals?
Person: I should be able to achieve the goal. (emotions are visible during the discussion)
Inclusive Leader: (Provide time for emotions without judgment). I know this has been a tough year. Again, I’m very sorry for your loss. What do you need right now?
In the above example, the Inclusive Leader is flexible with the agenda, being present with what’s happening and asking for what’s needed. Doing so shows flexibility, empathy, and acknowledgment that grief remains part of the employee experience. Managers can also help offer flexible working arrangements and cite any workplace resources available for supporting grief, like employee assistance programs. Meanwhile, experts say workplaces can support managers with resources and training to navigate these scenarios effectively. For example, New York Life’s Grief-Supportive Workplace Initiative is one of these resources dedicated to supporting a grief-supportive workplace.