People these days often spend more time with co-workers than they do with many of their family members, making the death of a fellow employee especially hard to bear. How a company responds to the death of an employee can affect productivity as well as the company's relationship with employees.
Be Prepared
Managers should not be scrambling to decide whom to call for help while dealing with the fallout of an employee's death.
Businesses can contract with Employee Assistance Programs (EAPs) to provide the company and employees support in a variety of areas 24/7, including confidential grief counseling and breaking the news to employees. The main issue is what we refer to as planning for aspects of psychological first aid, says Catharine MacLaren, regional director of Affiliated EAP in Portland, Maine. EAPs also provide an objective, outside perspective, says Karen Fischer, director of EAP for Anthem Blue Cross and Blue Shield in Connecticut.
If the business does not have an EAP, it should obtain phone numbers for local
hospices, hospitals, mental health centers, or bereavement professionals and have them on file.
MacLaren says the company must also be prepared to assist customers, the family of the employee and vendors. Do we have a process in place to honor the person while helping the organization get back into normal routines?
Breaking the News
When telling employees of a co-worker's death a few things are critical: Tell staff at the same time if possible, avoid using phone or e-mail and have the message delivered by a manager who is comfortable talking about it. Management should call the staff together and let them know they are there to support one another, says Pamela Sollenberger, a certified grief counselor with Tapestry of Healing Bereavement Services in Exeter.
MacClaren says it is also important to present as many facts as appropriate-not only what happened, but what the company is going to do to support the employees and the family of the employee. The company should also follow up with information about a wake or memorial and where to send donations, says Maureen Pecora, manager of Healthwatch EAP, an affiliate of Exeter Hospital.
Education and Support
MacLaren says it is key that employees at all levels know their manager is available to talk to them and suggests setting aside a quiet area with water and refreshments where people can go to cope with the loss in their own time and way. Within 24 hours to 48 hours of breaking the news, professionals should be available to provide counseling, Pecora says.
By slowing things down to meet employees' needs, MacLaren says companies will be able to mitigate lost productivity and absenteeism down the road. Sollenberger says employees may find it difficult to resume work, and management may need to transfer some duties.
Honoring the Loss
Here are tips from the experts on helping employees honor their co-worker.
If the wake or funeral service occurs during company hours, find a way to let as many employees attend who want to go, including hiring a temporary worker to answer phones.
Allow employees who can't attend to organize an on-site memorial service. Employees might also want another remembrance, such as planting a tree or establishing a scholarship.
Companies need to support the deceased employee's family. That can range from a handwritten note to flowers to organizing a team to send meals to the family. Companies should also designate a manager to be a liaison for the family to ensure their wishes and privacy are protected.
We spend a lot of time with our co-workers and can form strong relationships with them, Pecora says. You need to have a system in place, including bereavement time.
EAPS in NH
Affiliated EAP, www.affiliatedeap.com
Anthem EAP/Resource Management Consultants, www.anthemeap.com
Ceridian, www.ceridian.com
Concord Hospital Employee Assistance, www.concordhospital.org
Health Watch EAP, www.exeterhospital.com
MKS Performance Solutions, LLC, www.mksperformancesolutions.com
Sun Life Financial, www.sunlife-usa.com
Current Issue - May 2024