Grief is a natural and inevitable part of life, and it can be especially challenging to navigate in the workplace. Did you know there are over 40 life events that can impact your heart and cause feelings of loss and grief? Did you know that grief is not only negative, it is cumulative.

My mum died when I was 13 and sadly, I didn’t have the knowledge, tools, processes, and support to handle it well. I tried following some unhelpful advice I was given from a well-meaning neighbour. She said I mustn’t cry and I needed to be strong for my brothers and sisters. So my grief sat unresolved, and then at age 30, my older brother died suddenly from a massive heart attack. The coping strategies I’ve been using didn’t help and my world went into a spin.

My colleagues were unsure about what they should say or do so after expressing their sympathy assumed I would carry on as normal. However, I struggled to focus, make decisions, and carry out my everyday tasks. A more experienced colleague noticed that I wasn’t coping very well and suggested I take some time off. I ended up resigning from my post and going travelling to make sense of everything. Lack of understanding and appropriate policies, action plans, and support led to the loss of an experienced and valuable colleague.

Unfortunately, many people try to hide their grief in the workplace, either out of fear of being judged or out of a sense of obligation to maintain a professional image. However, the cost of hidden grief in the workplace can be significant.

Here are some of the ways that hidden grief can impact individuals and organisations:

1. Reduced productivity and performance: When someone is dealing with hidden grief, they may be distracted, irritable, or emotionally overwhelmed. These factors can all contribute to reduced productivity and poorer job performance, which can ultimately harm the organisation. Depending on their level of responsibility and seniority in the role, will decide how much damage is done to the team or the brand.

2. Increased absenteeism and presenteeism: Grieving employees may need time off from work to attend to personal matters or take care of themselves. However, if they are hiding their grief, they may feel pressure to come to work even when they are not feeling well. This can lead to increased absenteeism or presenteeism, where employees come to work but are not fully present or engaged.

3. Decreased morale and team cohesion: Grief can be isolating, and when someone is hiding their grief, they may feel like they are alone in their struggles. This can lead to decreased morale and team cohesion, as the person may withdraw from social interactions or struggle to connect with their colleagues. The colleagues may be unsure of what to say and may avoid the person or be treading on eggshells. They may have to take on extra responsibilities which they may resent if they don’t understand what the person is going through.

4. Increased risk of mental health issues: Grief can be a trigger for mental health issues such as depression or anxiety. If someone is hiding their grief, they may not be getting the support they need to process their emotions and may be at higher risk for developing mental health problems.

5. Loss of valuable employees: If an employee is struggling with hidden grief and feels unsupported in the workplace, they may ultimately decide to leave their job. Losing valuable employees can be costly for organisations in terms of recruitment, training, and lost expertise and productivity.

So, what can organisations do to address hidden grief in the workplace? Here are a few suggestions:

1. Create a culture of openness and support: Leaders can set the tone by openly acknowledging the impact of grief on employees and creating a culture that encourages employees to seek support when they need it. This may need leaders to be willing to be vulnerable and share their experiences or challenges too.

2. Provide resources and support: Organisations need to have a robust policy and action plan so there is clarity about what needs to happen when someone is dealing with loss. Organisations can equip their employees through training and providing resources such as Employee Assistance Programmes (EAPs) which offer access to grief specialists. Traditional grief counselling is not always as effective as a step-by-step programme that is action-based, and offers the knowledge, tools, and processes to empower the person to handle their grief more resourcefully.

3. Be flexible: Employers can be flexible in terms of work schedules or changes in work environment to help employees manage their grief and personal needs.

4. Train managers and supervisors: Managers and supervisors can be trained to recognize the signs of grief and offer appropriate support to employees and avoid the common mistakes often made when supporting someone dealing with loss.

By addressing hidden grief in the workplace, organisations can help employees feel supported and valued, ultimately leading to a happier and healthier workplace for everyone.

Here is a FREE guide to help you avoid the 10 Common Mistakes When Handling Grief in the Workplace: https://handling-grief.com/commonmistakes-workplace

I would love to have your feedback on the guide and if you found it helpful.