One of the more difficult issues you may face as a manager or employee is the loss of a co-worker. While these occurrences may seem rare and there is little training on the topic, a 2003 report by The Grief Recovery Institute found that deaths of co-workers, friends, and extended family members cost U.S. businesses $7 billion annually in loss productivity.

Whether the loss of your team member is due to natural causes, an accident, or a workplace accident; there is likely to be a large impact in the workplace. Here are a few ways to assist yourself and your staff progress:

• Acknowledge the loss. Ignoring the loss will not make it go away and can lead to additional emotions from your staff. Be respectful of their emotions and understand that many things will serve as constant reminders of their loss. An unfinished project, an empty office, and a quiet break room will all serve as reminders that someone is missing and can bring up emotions.
• Make resources available. Does your organization offer an EAP or other benefits that are designed to assist with grief or depression? Now may be an appropriate time to remind your employees of those resources. Consider offering a break room or private area for staff to talk or grieve. Work with department managers to make arrangements for those staff members who wish to attend memorial services available to do so.
• Remain vigilant. Do you notice a particular person who is struggling long term or more so than others? Have a member of HR meet with them to discuss their options and resources independently.

Supervisors and HR personnel should establish protocol for such unfortunate events ahead of time. Having a protocol in place can assist department managers with executing resources quickly and efficiently.

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