Center for Grief Education & Support
Seasons Hospice
Death of a Loved One
$37.5 billion
Family Crisis
$ 9.02 billion
Death of a Close Friend,
Colleague, or Extended Family $7.04 billion
Pet Loss
$2.4 billion
Major Lifestyle Alterations
$2.4 billion
The Grief Recovery Institute Educational Foundation, Inc. -- 2003
We live in a “grief denying” culture
Grief is taboo, closeted subject
Pain and suffering are not acceptable states of being,
and so are avoided and/or “treated”
Society is secularized; decrease in reliance on a
religious framework to cope with loss and grief,
decrease in rituals and community support
“Blessed are those who grieve quickly and efficiently
for they meet the criteria for managed care.”
Minimize the grief
Shame
Avoid
Cliches
Bereavement
Grief
Mourning
Bereavement is the objective event of loss.
A relationship with someone or something that is
valued
A loss occurs
A feeling of deprivation occurs
Loss is always personal. No one can decide what
constitutes a loss to another person.
Significant Relationships
Possessions
Self
Developmental
History of Loss
Birth
Today
__________________________/________________________
Grief is the reaction to loss
Natural, internal response to loss
Universal, dynamic, invisible, genderless, ageless,
non-linear, cumulative and endless
Experienced physically, mentally, emotionally, socially,
and spiritually
Involves a continual process of adjustment
Physical
Indigestion, headaches, sleep
disturbance
Mental
Short-term memory loss, confusion
Emotional
Mood swings, short fuse, guilt
Social
Isolation
Spiritual
Anger at God, “Why” questions
Mourning is the processes of coping with grief
External expression of grief
Defined by beliefs, attitudes, traditions, culture,
religion, gender, age
Influenced by the relationship with the person or
object, mode of loss, previous loss experience,
personality and social variables, and concurrent
stressors
Unique, visible process
Roles that a loved one fulfilled in one’s life
Roles that one specifically fulfilled in a loved
one’s life
Personal role changes
Relationship role changes
Everyday life
Experience
Loss-Oriented
Grief work
Restorationoriented
Attention to life
changes
Focus on past
Focusing on future
Processing the primary loss
Processing the secondary loss
Accepting the reality of the loss Adjusting to a different environment
Working through the pain of grief Relocating your loss in your life
A loss is one of the most
difficult situations faced by
employees, co-workers and
the workplace.
NHPCO
It’s about How you Live
At Work
Physical Issues:
Absenteeism, lack of motivation
Mental Issues:
Inability to concentrate, errors,
confusion, accidents
Emotional Issues:
Mood swings, “grief attacks”
Social:
Isolation, substance use on the
job
Spiritual:
Resentful
Decrease in productivity
Decrease in morale
Decrease in safety
Loss of employee
Re-training of new personnel
Increased staff load
Significant financial cost to business
Critical Incidence Response Program
Bereavement related policies and programs
Resources, counseling, and educational materials
Classes and workshops for staff
Sensitivity training for managers and supervisors
Eldercare Services/Consultation
Cathy has worked as an administrative assistant for five
years. Her colleagues describe her as dedicated and
“invaluable.”
For the past two years, she helped her grandfather care for
her grandmother, who had Alzheimer’s disease. Cathy
helped her grandfather coordinate her grandmother’s
care and drove him to the nursing home every evening
so he could spend time with his wife.
Cathy’s grandmother recently died. Cathy is very worried
about her grandfather.
NHPCO
It’s about How you Live
At Work
How could this affect your business?
Absenteeism
Workday interruptions
Reduced productivity
Supervisor time
Unpaid leave
Replace position
Co-workers
NHPCO
It’s about How you Live
At Work
How much could she cost your business?
(if her salary is $15.00/hour and there is no
workplace support)
$1888.90
www.eldercalculator.org
NHPCO
It’s about How you Live
At Work
Be fired as a result of reduced productivity or
frequent absences
Alienate her co-workers who pitch in to help cover
her workload
Become resentful if her employers aren’t sympathetic
Quit her job
NHPCO
It’s About How You LIVE
At Work
LIVE!
NHPCO
It’s About How You LIVE
At Work
Work-life program models
Policies and benefits
Community resources
NHPCO
It’s About How You LIVE
At Work
New and/or fine tune existing:
Work-Life programs
Policies
Benefits
Manager resources
Employee resources
NHPCO
It’s About How You LIVE
At Work
Existing and new work-life programs, policies and
resources available:
To Employees
Staff Meetings
Company newsletter
New employee orientation
To Community
Local newspaper or magazine articles
NHPCO
It’s About How You LIVE
At Work
Managers: to monitor grief issues
Employees: to ask for help
Co-workers: to support co-worker in need
Other businesses: to educate employees
Community: to improve care for the grieving
NHPCO
It’s About How You LIVE
At Work
Increased employee morale and loyalty
Retention of good employees
Family-friendly work environment
Decreased cost to business
It’s the right thing to do!
NHPCO
It’s About How You LIVE
At Work
Consultation regarding work-life policies and procedures
Management training related to handling loss and grief issues at work while
balancing the need for performance and productivity with the needs of the
bereaved employee.
Employee presentations, workshops, and/or seminars on loss and grief with
focus on understanding bereavement, grief, and mourning through the
life-span, helping others who are mourning, and other topics.
On-site consultation and/or interventions following significant losses in an
employee’s life.
Employee referrals for counseling, support groups and other community
resources.