In the UK, Matters MATTERS Week is currently being killed. The impact of sadness and death and loss is almost all of us that we will live at a point in our business lives. However, many jobs are not equipped to have these difficult conversations and are not sure that you best support employees with mental welfare while sad. This may occur that the workplaces in the workplace, we implemented a two-stage research project – the workplace and findings are opening.
87% of respondents who have experience experienced have not felt that they feel sad, but 46% did not feel the time to be sad and did not feel supported by 51%. This is a critical issue for managers and leaders in jobs that do not only have a workplace in the workplace, but also the ability to work at work. In fact, since 76% return to work, they said they felt that 76% of the managers or leadership were not affected and 76% immediately affected their work.
So how can employers help? Here are five ways.
1. Break taboo while talking about sadness and sorrow
These conversations should be carried from above to solve the stigma and build psychological safety at work. This is the responsibility of both leadership and line managers. For example, if members of management experience the experience of grief and loss, think about how individual stories can affect their problems to share their problems. This can be in a conference in a company meeting or even in the form of an update. Line managers, in these conversations, encouraging these conversations in these conversations, encouraging open and honest conversation to build confidence in these conversations, they know that the employees immediately go to managers.
2. Place the right support
It is important to provide the right sources and ensure that employees know where to find them. Our research shows that the enterprises are currently fighting, 37% of respondents are not sure which resources of resources are currently available to support them with grief. Ensure that you are a comprehensive employee assistance program (EAP), which is a secret employee support program (EAP), which is a secret service that supports their family members, including advice, appeals and expert recommendations, and consider creating worksheets with a significant relationship. Finally, line managers have these conversations at the workplace and understand what resources to understand what resources of your organization are in place and sign the workers properly and efficiently.
3. Be open, empathic and man in the approach
It can sound like something open, but it’s not; Thus, many leaders and managers are afraid to say that the perspective of a policy leader or policy may be considered to be considered as “something wrong.” 64% of the respondents in our research did not hear that they were open to the staff of the heads. Take the time to think that the workers think and feel what they think and feel in terms of sorrows and sadness, and take time to think that it is a journey full of peaks and sticks over time. It can be increased in key points such as anniversary and birthdays. Keep communication lines open to understand what employees needed at any point and how you can do what you really can do as an employer.
4. Give employees who have space and comfort in the workplace
As the employees of the victims, as employees or line managers, if they need to speak and give them time and place if necessary. Offer flexible work arrangements for employees, as much as possible in your workplace and industry as possible. The thought of entering the office after a gimple can sometimes be an extreme perspective; Try to understand the effects of grief in short, medium and long-term period and understand that employees can benefit from flexible work arrangements.
5. Think about how you can provide ongoing support
For example, if the sources allow, consider the meeting with a psychologist to explain how to build the road and make it cooking in a policy. Talk to the squad, and understand whether a place where they want to build a place from a perspective. In this place, many strong work, sadness or quarterly sad sorrow and “sad” sadness and “sadness” and “sad” and “sadness” were created by workers and worked by employees.
These are the best to support all thoughtful employees of grief. The most important thing you can do as a leader or manager is kind, surprising and surprising and understanding how these team members face and how to support them. Soon, you will see the benefits of this, not only with the mental welfare of the employee, but also in terms of presentation and productivity.