BEREAVEMENT COLUMN

How to manage work performance during bereavement

By TRACY RENEE LEE

The death of a loved one is never easy and for many, it can be one of the most difficult and emotionally taxing experiences of life. The loss of a family member, friend, or even a pet can be particularly difficult to cope with and can have a dramatic impact on our ability to focus and perform in the workplace.
As such, it is important to acknowledge and understand the grieving process and to provide support to those in the workplace who are struggling with bereavement.

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Work I - Performance

One’s work performance usually suffers when one is grief-stricken.
This is normal, and one should see their usual level of accuracy and accomplishment return as healing takes place.
Unfortunately, not all workplaces understand the length and depth one might suffer during recovery.
One may be a highly functioning person with minimal loss experience.
In such a situation, a high functioning individual might temporarily suffer inaccuracy and dysfunctionality.
This can prove frustrating for the survivor and his/her workplace.
If this is the case, one might ask a co-worker, or an assistant, to assist temporarily by scanning one’s work for any discrepancies.
As one works through grief recovery, one’s level of work should return to a normal performance and accuracy level.

The death of a loved one is a difficult experience for anyone, but for those in the workplace, it can be particularly hard to manage and to maintain a satisfactory level of work performance. It is important to remember that bereavement is an emotional process and that reactions to the loss of a loved one can be unpredictable and varied. People are likely to experience a range of emotions such as sadness, guilt, anger, and even relief. It is also important to remember that everyone grieves differently and that there is no one-size-fits-all approach to managing work performance during bereavement.
When it comes to managing work performance during bereavement, it is important to be mindful of the grieving process and to provide support as needed. Employers should be understanding and accommodating to employees who are dealing with a loss and should provide a safe work environment in which employees can openly express their feelings. Furthermore, employers should be willing to offer flexible working arrangements, such as part-time hours or remote working, in order to allow employees to manage their commitments and to take time off when needed.
It is at this time that employers and employees alike, should be aware of workload. One should consider lightening the workload temporarily or until the employee feels fit to return to their usual amount of assignments and tasks. During early onset of bereavement, employees may be preoccupied with their loss and may find that their attention is less focused. If bereavement is not adequately addressed, complicated or prolonged grief may become a reality.

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Workload II

The recently bereaved may find they stare into space, make mistakes, and feel shortly fused.
This can be a difficult time to return to a full workload.
If you are required, or find it necessary, to return to work soon after your loss, you might consider proofing your efforts before calling a project complete.
Over time, you should see your work performance return to your usual level of accomplishment.

Employees should also be encouraged to take advantage of any available resources such as counseling services or bereavement leave. It is important to remember that grief is not a linear process and that it can take time to work through the emotions that come with a loss. Taking time to focus on self-care, such as engaging in activities that help to reduce stress or taking time to process the loss, can be beneficial for both mental and physical health.
Grieving the loss of a loved one can be a difficult and emotionally draining experience, and it can have a significant impact on work performance. It is important to acknowledge and understand the grieving process and to provide support and understanding to those in the workplace who are struggling with bereavement. By providing flexible working arrangements, access to resources, and a safe space to express feelings, employers can create an environment that is supportive and understanding of those dealing with a loss.

My name is Tracy Renee Lee. I am a Certified Grief Counselor (GC-C), Funeral Director (FDIC), published author, syndicated columnist, Podcaster, and founder of the “Mikey Joe Children’s Memorial” and Heaven Sent, Corp. I write books, weekly bereavement articles, Podcasts, and Grief BRIEFs related to understanding and coping with grief. I am the American Funeral Director of the Year Runner-Up and recipient of the BBB’s Integrity Award.

It is my life’s work to comfort the bereaved and help them live on.

For additional encouragement, please visit my podcast “Deadline” on Spotify and follow me on Instagram at “Deadline_TracyLee.”