The recent wildfires have devastated communities. The aftereffects of the fires are not just about the immediate physical destruction but the profound impact on the mental and emotional well-being of those affected, including employees.
Beyond the immediate physical destruction, these events have led to:
Displacement and relocation: Cause increased stress levels, affecting work, relationships, and their daily lives.
Loss of Community: The fires affected whole communities, disrupting social support networks and creating feelings of isolation.
Trauma: The experience of fleeing a fire can have long-lasting effects on an employee's psychology.
Additionally, many may face financial hardship due to inadequate insurance coverage and delays in claim processing.
These new and sudden challenges can significantly impact an employee's performance, leading to decreased productivity, increased absenteeism, and a decline in team morale.
Many HR leaders struggle to navigate this complex situation, feeling ill-equipped to support grieving employees while maintaining company productivity. They struggle to manage that delicate balance between empathy and productivity.
However, HR has a crucial role to play. Here are three ways HR can guide their organizations after the fires.
Focus on Educating Your Employees
Employees generally want to help others who are grieving. However, most are afraid they will say or do something wrong. (And to be honest, they usually do!) Providing resources and guidance on supporting grieving colleagues is a good way to start.
This includes training on appropriate and inappropriate communication, fostering a culture of empathy, and encouraging open dialogue. An example might be distributing a brochure that shares general information, such as statements to avoid and helpful statements to use instead. A brochure might share, “When offering support, avoid dismissive statements like 'At least...' or 'Look on the bright side.' These invalidate their grief. Instead, offer simple support: 'I am so sorry' or 'I'm here for you.' Remember to focus on offering support, not seeking a response."
2. Help Leaders Lead
According to Gallup's State of the Global Workplace Report, people don’t quit companies; they quit managers. Your leaders may be the most valuable tool you can invest in. HR can provide leaders with the tools and training to support their teams, including strategies for managing signs of grief within the workplace, addressing performance concerns sensitively, and creating a supportive environment.
3. Building Resilience
Grief rewires the brain, literally. It impacts cognitive function, affecting focus, decision-making, and other critical work-related characteristics. By educating the affected employee about the effects of grief on their work, HR can empower them to understand their experience. This fosters a more compassionate understanding of the workplace and improves employee well-being.
This is a challenging situation that affects thousands of employees. However, by investing in tools that can positively affect employee well-being, organizations can demonstrate compassion and enhance employee morale, loyalty, and, ultimately, their long-term success.
What you do or don’t do really matters to your employees and the company's bottom line.
To learn more on how you can support grieving employees, click here.
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