Guest: Sarah Hines, Founder @ Grief Advocacy

Sarah covered a ton in a short amount of time! Here’s the TLDW;
(or you could just hit play!)

Sarah Hines brings over 25 years of experience in end-of-life care and grief support. She founded Grief Advocacy after facing personal loss and inadequate workplace support from leadership revealing a gap in the workplace culture.

Key Elements for Manager Support:
-A company where employees feel safe to express grief brings the best results during the tough times.

-Standardized bereavement processes ensure fairness and support. Clear policies and procedures help employees navigate grief with organizational backing.

-Lack of standardization can lead to inconsistent support and feelings of isolation.

-Managers serve as bridges between bureaucracy and emotional support. Suggests to facilitate the necessary paperwork while demonstrating empathy and understanding.
Proactive culture building fosters vulnerability and support.

Differentiating Progressive Companies:
-Progressive companies prioritize standardized bereavement processes and individual accommodation. Highlighted the lack of awareness among HR leaders regarding bereavement policies.

-Emphasizes the importance of acknowledging grief as an ongoing journey, not a one-time event.

Supportive Actions for Teammates:
-Actions speak louder than words; consistent check-ins are crucial. Regular communication demonstrates genuine care and concern.

-Helps managers stay updated on employees’ well-being and offer support.

-Avoid cliché phrases and offer specific forms of help or support. Generic offers may feel insincere and place the burden on the griever.

-Encourages offering tangible assistance without expecting immediate responses.

-Persistence in offering support, even if met with reluctance, is vital. Some employees may hesitate to accept help initially. Consistent support signals to employees that their well-being is a priority.

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