Dealing With Grief in the Workplace

Can you imagine “getting over” the death of someone you love deeply in four days? That’s the average paid leave given by American businesses according to “Grief Index: The ‘Hidden’ Annual Costs of Grief in America’s Workplace.” The truth is there is no “getting over” the death of a loved one in either our business or private life. Rather, it takes time for us to find a new normalcy and to restore our ability to function effectively.

Grief can take its toll in all areas of our lives. In terms of the workplace, “Grief Index” provides an eye-opening perspective on the mental, emotional and financial costs of grief incurred by American businesses. It estimates that one in four employees is grieving at any given time. Defining grief as “the normal and natural emotional reaction to the change or end in any familiar pattern of behavior,” the study estimates an average annual cost in lost productivity, lost business and poor performance of more than $75 billion for all grief-inducing experiences. $46.9 billion is attributed to the death of a family member, colleague, friend, or animal companion alone.

Consider the following findings from the “Grief Index” study. Among the 25,000 participants:

•85 percent of management-level decision makers indicated that their decision-making ranked from “very poor” to “fair” in the weeks or months following the grief incident that affected them.

•90 percent of those in blue collar and other physical jobs indicated a much higher incidence of physical injuries due to reduced concentration in the weeks or months following the grief incident [compared to their ability to concentrate prior to the major loss].

•When study participants were asked if their reduced ability to concentrate affected them for any period of time beyond any allowed bereavement time, in the case of the death of a loved one, 75 percent indicated that reduced capacity affected them significantly beyond the allowed leave.

•Asked to estimate the amount of lost days they believe were the direct and immediate result of their reduced focus, 50 percent reported at least 30 lost days in which their value to the company or business was dramatically reduced, and may well have contained significant negative consequences in the form of poor decision making, poor supervisory skills, reduced sales ability and increased workplace accidents and injuries. An additional 20 percent reported being affected for substantially longer than 30 days.

In these stressful financial times, it can be challenging for a grieving employee to acknowledge their vulnerability and loss for fear of losing their job. Yet the denial of our grief in order to carry on as expected is far more dangerous than acknowledging that grief is typically a devastating experience that is best healed with time, compassion and reduced expectations of productivity. When we suppress our grief, it expresses itself in other ways such as depression, anger, addiction, substance abuse and physical illness. Consider a very dear friend of mine, with no prior history of heart disease, who suddenly needed heart bypass surgery just five months after his mother died.

The love that connects us is powerful, profound and for most of us, our most treasured possession. So, when someone we love dies, it is quite normal to be torn asunder. Just as our physical resources are diverted to the healing process after a serious illness or injury, so is our mental and emotional energy redirected to the grieving process or the avoidance of this natural process, whether we like it or not.

Grief is an equal-opportunity employer — whether you are a CEO or an assembly line worker, when you are grieving you are a human being with a broken heart. While there are predictable responses to grief, each of us will have our own unique journey through the grieving process. Grief has a life of its own and cannot be neatly compartmentalized on your calendar.

Until now, we have been living in a culture where grief is largely misunderstood, unsupported and silenced by the taboo against talking about or dealing with death in our country. Grieving has been largely a private matter that isolated us from others. The good news is that things are beginning to change in this regard.

There are more and more grief counseling services being made available. If you can’t find any in your community, consider calling Good Grief Center for Bereavement Support . They offer free support to any part of the English-speaking world over the phone toll free at 1-888-474-3388, as well as through their website. If you or someone you love is grieving, consider taking any of the following actions:

•Give Good Grief a call.

•Check out the services of The Grief Recovery Institute — the authors of the Grief Index.

•Find out if there are private grief counseling and/or support group services available in your community.

•See if your employer offers any proactive or responsive grief services.

Some of the specific services you might ask your employer about include:

•Grief education programs or literature for the person who is grieving, their family, and/or business colleagues.

•Referral services for confidential counseling (paid for or not by the company).

•A support network of employees/mentors who have faced a similar personal crisis.

•A flexible conversion plan that allows workers to convert their vacation or personal time to cash, which is then used to offset lost income for co-workers who take time off to deal with a crisis.

If these services are not available through your employer, but you think any of them would be a good idea, suggest them to your Human Services department. Good Grief Bereavement Support also has a program called “Grief in the Workplace” that will work with your company to develop a customized program that fits the culture of your organization.

Remember, grief is normal and if you think you need some help and compassion, you don’t have to be alone in your grief. But you do have to reach out for help. You might be surprised by the resources available.

Judith Johnson 2012

Share Button

Judith Johnson

More Articles Written by Judith

Judith Johnson, PhD is a dynamic visionary and social change agent committed to transforming the fear-based culture of death in America. She has an interdisciplinary background in strategic planning, education, and practical spirituality and holds doctoral degrees in Social Psychology and Spiritual Science, a Masters Degree in Business and over twenty years working with corporate and entrepreneurial ventures. As a non-denominational minister Judith provides grief counseling, and officiates at memorial services. Her passion for facilitating change in the culture of death was fueled by a nine year journey as primary caregiver to her mother. Judith, a published author, writes regularly about death, bereavement and human consciousness on the Huffington Post. She is currently writing a book on breaking free of our social taboo around death. Along with Laurie Schwartz, an early leader of the Hospice movement in the United States, Judith co-founded Having It Your Way, a creative collaboration designed to educate and motivate individuals and organizations to live from a place of profound authenticity. As consultants, she and Laurie assist organizations in evolving their response to the needs of the dying and grieving among their employees and the community they serve. As coaches, they empower individuals to achieve greater peace of mind by clarifying personal values and preferences regarding the end of life; communicating wishes to loved ones and doctors; and making plans in advance of need as a gift to themselves and to those they will one day leave behind. Through media projects, consulting services, public speaking, seminars, and writing they educate, inspire, and facilitate the process of transforming the paradigm of death in our culture. Their mission is to shift the public’s perspective on dying, death , and bereavement from anxiety to equanimity, thus creating a more compassionate society.

2 Comments

Leave a Reply

Your email address will not be published. Required fields are marked *



You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <strike> <strong>

  • Sarah Foster says:

    Very interesting statistics you have mentioned. It makes sense that they are so high, but to actually see it listed in front of you is another thing all together. Wow! The average four days is definitely not enough to grieve for your loved one enough to be capable of meeting your companies production goals and doing so safely. Unfortunately, the amount of days you are given for bereavement leave are probably not going to change.

    When you are grieving for someone you loved it is a difficult and trying time. You need to be conscious of your safety and others around you. Taking advantage of any services your company offers is a great way to get started on the healing process. Oftentimes they have policies or benefits that are available to you as an employee, but are tucked away in some handbook or not discussed very often. Who knows, your company might offer a discount for counselling services or payment in full for them.

    Thanks for bringing this topic to light!

  • Isn’t it amazing how hard it is for us to cope with raw emotions. Our cultural response is to tuck them away and not encourage them to see the light of day and carry on. Here is report you might be interested in – it has done a lot to bring this issue to light. http://www.grief-recovery.us/Articles/The_Grief_Index_2003.pdf