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There are numerous types of significant life events that may befall employees at work. While the core responsibility of organizations is to offer working opportunities to employees, it is crucial to mention that the well-being of workers is of great importance. Managers in organizations are supposed to offer adequate emotional support to individuals going through significant life events such as bereavement. The organizational response is prudent as part and parcel of making sure that employees recover as soon as possible (Miller, 2010).
To begin with, an organization can respond by being empathetic and offering much-needed support to the affected employee. It is also vital to have an informed choice on the type of emotional assistance that can be extended to an employee. There are instances when certain support provided to an employee may not beneficial at all (Padgett, 2010). Making a well-informed choice before advancing help is also a show of respect and dignity to the affected person.
Second, initiating communication with the affected person and ensuring confidentiality in the process of offering support are fundamental values during a time of significant loss such as bereavement. Impartial and objective handling of issues affecting employees should also be priorities. In other words, fairness should prevail at all times. Realizing the potential of employees at the workplace can only be precipitated when equal opportunity is availed to all and sundry. In addition, data protection is prudent, especially in cases whereby personal and sensitive details emerge out of significant life events.
To effectively respond to an employee who has gone through gross loss, an organization needs to protect the individual as much as possible owing to a high degree of vulnerability at that time. Some of the areas of vulnerability may include safety and mental health. Hence, it calls for a thorough risk and needs assessment immediately after an employee lands into a difficult life event.
The management team and the Human Resource department play fundamental roles when bereavement or grief strikes a worker within an organization. However, the latter team can only be effective if a long-term cordial relationship has been established between them and the affected employee. Staffs members working at the Human Resource department should be comprised of a good number of trained professionals who can offer support to the affected individual through counseling and soliciting for material assistance within the shortest time possible (Fox & Jones, 2013). After an employee has been bereaved, the management should offer an immediate leave from work. Normal duties should be resumed after full recovery. Besides, other co-workers and managers should extend sympathy and comfort to the affected person willingly.
Any significant event in the life of an employee is referred to as a critical incident. It has the capability of developing significant human distress and as such, it may outwit an individual’s ability to cope (Davey, Fearon & McLaughlin, 2013). Workplace productivity may also be remarkably affected when an employee is going through a critical incident. This explains why organizations should establish critical incident response teams. This team should comprise of trained employees and other professionals who may be drawn from outside. They should always be ready to handle any emerging cases that affect the productivity of employees. Their roles should include carrying out diffusing sessions, debriefing sessions, follow-up, critiquing sessions, and any other additional support that may be deemed necessary.
References
Davey, R., Fearon, C. & McLaughlin, H. 2013, “Organizational grief: an emotional perspective on understanding employee reactions to job redundancy”, Development and Learning in Organizations, vol. 27, no. 2, pp. 5-8.
Fox, J. & Jones, K.D 2013, “DSM-5 and Bereavement: The Loss of Normal Grief?” Journal of Counseling and Development: JCD, vol. 91, no. 1, pp. 113-119.
Miller, C.T 2010, Employee perceptions of organizational support: An organizational commitment to a balanced work environment, Colorado State University, Fort Collins.
Padgett, S 2010, Bereavement: Grief intensifies for people trying to keep family businesses thriving: Survivors often left with business decisions at a difficult time, Harvard University Press, Washington.
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