Show humanity and empathy
You do not need to look for the perfect words. A simple sentence like "I am so sorry. I'm here for you if you need anything" is sufficient to express support. Let the employee talk if they wish and be ready to listen to their needs.
Offer flexibility
Everyone grieves differently. Some people return to work quickly, seeing this as a way to cope and focus their thoughts elsewhere. Others need more time. Listen to the individual’s preferences and offer additional leave, remote work options, or adjusted working hours as requested.
Temporarily adjust mutual expectations
During a period of grief, an affected employee’s performance and concentration may decline. Anticipate this possibility. Set realistic goals, redistribute tasks among other team members, and give the employee space to return gradually to their usual work rhythm.
Tactfully tell the rest of the team
If the employee agrees, inform the rest of the team so they understand what is happening and can offer support. However, be discreet and respect the individual’s wishes regarding how much information is shared.
Ensure long-term support
Grief does not end in a week; it is often a long-term process. Continue to monitor how the employee is doing even weeks after their return. If possible, offer access to an in-house psychologist, counselling services, or a crisis support line.
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