Written by Brittany Clausen, MSW
Source: LifeSource (2022).
Grief is an emotion that often gets sidelined, misunderstood, or outright ignored, particularly in professional settings. It often follows the experience of loss, whether personal, such as the death of a loved one, or professional, like a job loss or significant workplace changes. The seven stages of grief, originally an expansion of Elisabeth Kübler-Ross's five stages of grief, provide a framework for understanding how these emotions might manifest in the workplace. Here’s how each stage may relate to professional environments:
1. Shock and Denial
In the initial stage of grief, characterized by shock and denial, individuals often find themselves struggling to grasp the reality of their loss. This reaction serves as a psychological defense mechanism that shields the person from the full intensity of the emotional impact. In a workplace setting, this stage can manifest in various distinct ways when employees face sudden changes or losses such as layoffs, reorganizations, or the departure of a close colleague. By understanding that shock and denial are protective and natural responses to sudden workplace changes, you can feel more confident to better support them and your colleagues during this process.
2. Pain and Guilt
As time passes, the shock seems to wear off, and is now replaced with suffering and feelings of profound loss. During this time, individuals may experience guilt over things they said or didn’t say, or actions they believe could have changed the outcome. For example, someone may ruminate over their last interactions with a colleague who was laid off or a project that went wrong. Do your best to hold space for them by active listening and withholding judgment. Use positive affirmations to express the nature of the bigger implications within the situation and their experience as one part of the issue. Simple statements like, "I can see this is really tough on you," or "It’s understandable to feel this way," can be very comforting.
3. Anger
The sensation of loss often leads to feelings of anger and a tendency to engage in bargaining. In the workplace, this might present as employees voicing frustration over perceived injustices associated with their loss, directing their anger toward the organization, supervisors, or even themselves. They may also seek to negotiate or find solutions that could reverse their losses or give them a sense of regained control over their situation.
During this critical stage, it is vital to communicate what is within your capability to change or influence. Open discussions about potential adjustments or accommodations can help employees feel heard and valued, which may alleviate some of their distress. However, it is equally important to continuously engage with them to develop strategies for effectively managing their emotions. Here are some extended solutions for supporting employees during this stage:
Constructive Dialogue: Encourage ongoing, constructive conversations that allow employees to express their concerns and feelings without fear of repercussion. Facilitating an open dialogue helps in understanding their specific issues and assists in finding practical resolutions.
Flexible Policies: Adapt workplace policies to offer more flexibility. This could involve flexible working hours or the ability to work from home on certain days. Such policies can help employees feel a greater sense of control over their work environment and personal life balance.
Conflict Resolution Training: Offer training in conflict resolution techniques that can help employees manage their anger more constructively. This training can equip them with the skills to handle workplace disputes calmly and professionally, thereby reducing the overall stress and negativity.
Emotional Intelligence Workshops: Organize workshops aimed at enhancing emotional intelligence, which can help employees recognize, understand, and manage their emotions better. Improved emotional intelligence is key to dealing with feelings of anger and helplessness more effectively.
Professional Counseling: Make professional counseling available through employee assistance programs (EAPs). Access to a therapist can provide a safe space for employees to work through their emotions and learn healthier ways to cope with anger and bargaining tendencies.
Mindfulness and Stress Management Programs: Implement programs that promote mindfulness and stress management. These can include guided meditation sessions, yoga classes, or stress management workshops. Such programs help employees gain better control over their reactions and emotions.
4. Depression
A period of sadness and loneliness often follows when individuals confront the true magnitude of their loss and its effects on their future. In the workplace, this might translate to decreased motivation, withdrawal from team activities, or a general decline in productivity as the employee grapples with their grief. We encourage you to follow similar actions within the "Anger" stage for potential resolutions.
5. Acceptance and Hope
The final stage of grief is acceptance. The employee accepts the reality of their loss, although this does not imply a sense of happiness about it. Instead, they find ways to move forward. In the workplace, this might manifest as embracing new job responsibilities, contributing to new team formations, or even pursuing career changes or advancements.
Applying This Understanding in the Workplace
Recognizing these stages in oneself and others can enhance empathy and support within professional environments. Employers and colleagues can offer support through flexible work arrangements, providing access to counseling services, and fostering an open, communicative environment where feelings and challenges can be discussed without stigma.
Understanding that these stages are not linear—employees may move back and forth between stages or experience multiple stages simultaneously—is key to providing effective support and building a resilient workplace culture.
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