Most good organisations have policies that offer time off following a bereavement. But what happens after the funeral, when the allotted leave ends and working life resumes?
Grief doesn’t follow a set timetable. For some people, the grieving process takes far longer than
expected. Others find that returning to work helps them cope and provides a sense of normality. There is no single “right” way to grieve. Yet in many workplaces, there is an unspoken expectation that after a certain period, people will simply get back to work, refocus, and return to previous levels of productivity. For some individuals, that just doesn’t happen within the expected timeframe.
So, what can you do as a leader?
Would you notice or remember that a member of your team lost a close family member or dear friend not so long ago?
Might you consider that a recent drop in productivity, absent-mindedness, irritability, inflexibility, or short temper could be linked to them still processing their loss?
When we are under pressure to meet targets, stay within budget, and hit deadlines, it’s easy to overlook what is happening in the personal lives of our team members. We are human too, with our own professional and personal challenges to manage.
Many leaders also feel ill-equipped to deal with such deeply personal and emotionally raw
experiences. Some prefer to keep their distance and direct employees straight to HR. And at times, involving HR is absolutely appropriate, they can ensure employees are aware of the support available. However, as a leader, your team still looks to you for human connection and relational support. You play a vital role in helping people feel valued, understood, and supported. You don’t need to fix anything. Simply showing that you see them, that you care, and that they are not alone can make a powerful difference.
How can you offer practical support?
- Offer a few minutes of your time in a private, safe space
- Give your full, undivided attention
- Ask how things are going, and really listen
- Pay attention to what they share; it may guide how you can support them at work
- Ask if there is anything you or the team can do in the short term to help
- Most importantly, just be there
Make sure they feel seen, heard, and valued, even if they are not performing at their usual high standards.
In most cases, this kind of focused attention takes far less time than we imagine. Regular check-ins can have a significant impact, boosting morale, rebuilding motivation, and strengthening trust at a time when it matters most.
If you want to strengthen your confidence in handling difficult conversations and supporting your people with care, I offer leadership coaching that helps you lead with empathy, clarity and presence. You are welcome to get in touch to explore how we could work together.
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