Managing Workplace Loss
A Guide for Leaders
The death of a coworker is a profound event requiring thoughtful and compassionate leadership. Whether the loss occurs outside the workplace or as a result of a critical incident, it is helpful for leaders to tailor their response to the specific circumstances to guide their teams through grief, maintain stability, and foster resilience.
Understanding the Nature of the Loss
Reported Death
Definition: A death of an employee occurring outside the workplace and communicated to the organization.
Impact: Employees may experience sadness, shock, or withdrawal, but the situation typically allows for a structured and less urgent response.
Traumatic Loss
Definition: A death resulting from a critical incident within or near the workplace.
Impact: Such losses often trigger heightened shock, anxiety, and stress due to the immediate and visceral nature of the event. These situations require more intensive interventions to stabilize and support employees.
Immediate Response
For All Losses
Communicate with Sensitivity
Notify employees with compassion.
Avoid rumors by sharing accurate, respectful information while preserving the privacy of the deceased’s family.
Provide Stability
Offer flexibility for employees to connect with loved ones or take necessary breaks.
Engage Support Systems
Partner with FEAP crisis specialists for guidance.
Leaders should be visible and empathetic figures during this time.
For Traumatic Losses
Deliver Psychological First Aid (PFA): Provide emotional and physical comfort while addressing immediate needs and stress management.
Ensure workplace safety and immediate stabilization.
Activate Crisis Expertise: Engage FEAP’s trauma-informed professionals to design tailored interventions, such as resilience groups or debriefings.
Support Resources
First 24 Hours
Call FEAP for consultation and guidance.
Encourage employees to contact FEAP for individualized care.
Facilitate access to FEAP services during work hours.
24 to 72 Hours
Conduct continued assessments and follow-up consultations.
Plan interventions if assessments indicate a need.
Supporting Employees: Key Strategies
For All Losses
Emotional Acknowledgment
Recognize and validate a wide range of emotional reactions, including sadness, anger, and confusion.
Provide spaces for sharing memories or reflecting on the deceased’s contributions.
Offer access to counseling or one-on-one support for those deeply affected.
Practical Adjustments
Allow flexible schedules and workloads to accommodate grief.
Encourage breaks and the use of mental health resources.
Memorial Opportunities
Host a moment of silence, ceremony, or informal gathering.
Create a memorial board or digital tribute for sharing stories and messages.
Consider charitable contributions to causes important to the deceased or their family.
For Traumatic Losses
Implement Structured Support
Invite FEAP to performed trauma-informed interventions, such as resilience-building workshops or structured debriefings.
Monitor Reactions
Observe employees for signs of prolonged distress, such as withdrawal, irritability, or productivity declines. Encourage professional mental health intervention if symptoms persist beyond 30 days.
Long-Term Support and Follow-Up
Regular Check-Ins: Periodically assess employee well-being and provide opportunities for them to express concerns or needs.
Acknowledge: Sensitively commemorate or note the anniversary of the loss, offering support and solidarity.
Foster Resilience and Supportive Culture: Promote active coping strategies, including seeking support, managing stress, and setting positive goals.
Normalize Conversations About Grief: Incorporate training on grief and mental health into workplace wellness initiatives.
Encourage Empathy: Build a culture where employees feel supported in crises and everyday interactions.
Ensure Accessibility: Make support services easily accessible and well-communicated to all employees.
Key FEAP Responses to Traumatic Losses
Consultation and Assessment: Collaborate with leaders to evaluate the situation, identify needs, and develop appropriate responses.
One-to-One Meeting with FEAP Consultant: Offer voluntary, confidential sessions focused on crisis intervention, emotional support, and building resilience.
Participation in Leadership Meetings and Briefings: Empower leaders by providing additional expertise, recommendations, and resources to support their teams.
FEAP’s partnership with leaders ensures timely, effective, and compassionate responses tailored to the nature of the loss. In the case of critical incidents, FEAP will respond promptly with the necessary support to address the immediate and intense impact on employees.
For reported employee deaths, FEAP will consult with leaders to provide appropriate guidance and resources, ensuring a thoughtful response aligned with the magnitude of the situation. This partnership works to foster stability, resilience, and a supportive environment for employees and the organization alike.
Contact FEAP
FEAP (8am-5pm M-F): 434-243-2643 (uvafeap.com)
Crisis & Care Coordinator (8am-5pm M-F): 434-995-8305 (uvafeap.com)
FEAP After-Hours Support: 434-243-2643
Moving Forward
The loss of a coworker, whether due to a critical incident or a reported death, is a challenging experience. However, the way leaders respond can shape the trajectory for healing and resilience. By offering clear communication, emotional validation, and access to appropriate resources, organizations can foster a supportive environment that helps employees process their grief, regain stability, and move forward with trust and cohesion.