How can you support employees dealing with bereavement and attendance issues?

Supporting employees dealing with bereavement and attendance issues involves: 1. Flexible leave policies for grieving. 2. Clear communication about support resources. 3. Counseling services availability. 4. Regular check-ins from managers. 5. Flexible work arrangements. 6. Encouraging team support. 7. Manager training on supporting grieving employees. 8. Normalizing grief support discussions. 9. Providing follow-up support as needed. 10. Normalize discussions around grief and bereavement in the workplace

A Empresa precisa compreender que a dor do luto precisa ser tratada e respeitada em seu tempo e intensidade. A pessoa que sofre esta dor precisa ter o tempo para chorar e um mecanismo de colocar para fora o que a aflige (terapia). Com estes dois mecanismos a dor vai se dissipando e o funcionário estará restabelecido em tempo.

There are often two types of attendances issues - habitual or circumstantial. Habitual issues can be overcome through tightening of leave policies, ensure its implementation or, if nothing works then censure or any other tool can be used. However, organisations really need to focus on circumstantial attendance issues whereby, the employee should be given the opportunity to discuss the matter or issues he or she might be facing due to which it came to this. Flexi hours or WFH can also be offered to accommodate them.

Offer compassionate leave policies, provide flexible work arrangements, assign temporary workload adjustments, offer access to counseling services, maintain open communication, and ensure confidentiality to support employees dealing with bereavement and attendance issues effectively.

Supporting employees dealing with bereavement and attendance issues is crucial for maintaining a healthy work environment and ensuring the well-being of your team. Create a compassionate workplace culture, Flexible leave policies, Communicate openly

— Mandou-me chamar, chefe? — Sim. — O que se passa? — Estamos bastante desiludidos consigo. — Porquê? O que fiz eu? — Confirma que hoje é o aniversário do seu filho? — Sim, chefe. — E confirma que é mesmo o senhor que está aqui, agora, neste momento? — Sim, chefe. — Não viu ainda a desilusão que nos causa a todos aqui na empresa? — Acabei de perceber, chefe. — Vamos ser forçados, como entenderá, a despedi-lo. — Entendo, claro. — Considere-se então despedido imediatamente. — Com certeza. — Volte amanhã para ser readmitido. — Assim farei. _ do meu livro A RARIDADE DAS COISAS BANAIS

Take time to acknowledge their loss and let them share what's going on for them if they wish to. Ask permission to share with their team/organization. Not everyone will wish it broadcast - take the lead from the person. If they wish to keep it private, suggest that sharing it with the team will make it easier for them as they won't have to keep repeating their story each time to each member. They will feel more supported if they allow for a share with their team. Instead of assuming they will want a reduced workload ask them as some will want to remain busy as it will help keep balance in their life.

Respeita a tristeza. A tua, em primeiro lugar. Não caias na armadilha da felicidade obrigatória. Tens todo o direito de não estar sempre de sorriso nos lábios, de não estar sempre esfuziante, aos saltos de alegria. Tens todo o direito de ter dias mais nebulosos, estados de espíritos mais escuros. Respeita a tristeza. A dos outros, também. Antes de criticares, pensa no que sentirá quem for criticado. Antes de partires para a guerra, pensa em todas as possibilidades de paz. Não julgues, entrega o mesmo respeito que acreditas merecer receber. Respeita a tristeza. É também assim que podes ser feliz. _ do meu livro A RARIDADE DAS COISAS BANAIS

Hola, yes I do agree. There is an phrase that goes: "its okay not to be okay". Thanks(Muito obrigado), Paul Hernandez, Administrator in Gastroenterology at Oxford University Hospital Trust, JR hospital, Oxford. England.

Good. You recognize the employee will be changed and that there is not a rubber stamp process to the grieving/mourning phenomenon.

Para respeitar o outro há que olhar para o outro, mas olhar dá trabalho. É mais fácil não querer saber, apontar o dedo, concluir sem substância. O diferente mexe connosco porque abana o que pensamos que somos, faz-nos duvidar do que tem de estar imóvel para nos mantermos confortáveis. O diferente muda o mundo. Não, não somos todos iguais. Ainda bem. _ do meu livro A RARIDADE DAS COISAS BANAIS

I would caution bringing in peers or management into a discussion of the employee’s loss and situation. Unless you offer a bereavement support group as part of a wellness program, which is staffed by other employees who have suffered loss of a loved one. And can provide an empathetic sounding board. The grieving need someone to listen, not fix - and you cannot force someone to talk or conversely attempt to interrupt their ‘story’.

Respect the employees privacy and confedentiality rrgarding their bereavement allowing them to share information on their own terms.

Supporting grieving employees who are with short attendance starts with showing empathy & having communications open. Give them space to mourn by offering bereavement leave so they don’t stress about work during tough times. Flexi work arrangements i.e adjusting schedules or allowing remote ease their transition back into work. Personal check-ins are key as it show you care & allow us to understand if employee can benefit from additional support. Wrt attendance, it's crucial to have heart-to-heart talk to identify underlying issues rather than reprimanding; explore solutions together like sharing their workload. Implementing these not only shows that company values its employees well-being but also fosters a supportive workplace culture.

Supporting employees dealing with bereavement and attendance issues involves fostering a compassionate and flexible environment. Establish clear bereavement policies that provide paid time off and flexibility for mourning periods. Encourage open communication, expressing empathy, and offering assistance in navigating work responsibilities during challenging times. Consider implementing a supportive work culture through Employee Assistance Programs (EAPs) or counseling services. Allow for flexible schedules or remote work options to accommodate grieving employees' needs. Maintain privacy and respect their emotional space while providing a structured framework for their return to work.

Supporting employees dealing with bereavement and attendance issues requires a compassionate and understanding approach. 1. Bereavement Leave: Offer flexible bereavement leave. 2. Open Communication: Encourage employees to talk about their needs. 3. Empathy: Show understanding and compassion. 4. Counseling Services: Provide access to counseling. 5. Flexible Work: Allow flexible work arrangements. 6. Backup Plans: Have backup support for workload. 7. Supportive Gestures: Check in and offer support. 8. Respect Privacy: Keep matters confidential. 9. Education: Train managers and colleagues. 10. Return-to-Work Support: Help ease the transition back to work.

Be aware of the employee whose sick days have increased and when at work productivity has dropped. They're could be a lot more going on. Let them know you're concerned and offer support and encourage seeking medical help for a referral to counselling/therapy.

Again, there is no cookie-cutter approach in attempting to assist the grieving employee. Losing a parent is like losing a part of your past. Losing a child is like losing a part of your future. Losing a spouse is like losing a part of the present and yourself. The age and circumstance of the loss as well as the age/gender of the grieving will have an effect on the mourning ‘process’. You must stay away from the disenfranchised grief cliches, in attempting to have the employee get beyond their grief - because it’s time (whose time?).