When An Employee Dies:
What Managers Can Do to Help Employees Cope

An employee's death can have a powerful impact on coworkers.  We feel the loss of the individual, but there is often an unexpected reaction.  It frequently reminds us of our own losses.

Sensitive employers understand that when an employee dies - whether from a long illness, or suddenly and unexpectedly - work does not go on "as usual."  Nearly 8 million people in America will be affected by a death this year, half of them in the workplace.  However, many organizations are ill equipped to address issues surrounding grief and loss.

What can a manager do to acknowledge and honor the employee who died, while comforting family and coworkers who are grieving the loss?

Talk with the family members first.  Offer sincere condolences.  If you have an Employee Assistance Program (EAP), let the family know about it.  Schedule a respectful time to review death benefits.  Inquire about memorial service or funeral arrangements.  Ask what specific information they would prefer to release about the person's death to concerned coworkers and if there are any special preferences for donations.  Schedule a time to have personal effects removed from the workplace, usually after the funeral.

Assess the impact of the employee's death. Typically, the immediate work group is the most affected.  However, don't underestimate the impact on others in the organization.  If the employee was well known, well respected, had worked there for many years, was highly visible, etc., many others may be affected as well.  The manner of death is likely to trigger memories of another loss, perhaps of a family member or friend.  We may be reminded of someone else we knew who died even if it was years ago.

Contact your EAP and schedule on-site bereavement support.  Your EAP can help you identify the levels of impact, and work with you to schedule appropriate interventions and times to be on-site.

Take care of yourself.  It is not unusual for managers to be affected by an employee's death, and at the same time experience conflict about managing work and dealing with customer demands.  Your EAP can help sort out these conflicting demands.

Schedule face to face employee meetings.  Give them the facts of the situation, respecting the family's wishes.  Let them know when the EAP will be on-site and give them the LMA EAP number to contact in the meantime.  Gently encourage attendance.

Don't expect work to continue "as usual."  Even if you or others were not deeply affected by the employee's death, it is probable that some employees were.  Those who are experiencing strong emotions from grief will probably have waves of reactions ranging from irritability to crying to an inability to concentrate.  If you are in a manufacturing environment, grieving employees can represent a safety risk.  Relax standards for a few days or consider allowing employees to use sick leave if they are having difficulty working.  Allow them to go to the funeral if it's during work hours.

Consider memorializing the employees by making a corporate donation to a cause specified by the employee or the family.