rief arises after we face loss: a change in roles, shifts in values and belief systems, death or illness. You may be feeling grief right now as our world transforms with the Covid-19 pandemic. As we transform with each loss, there is no doubt that we carry the impact with us—even to the workplace. While the nature of grief is subjective and wayward, there are helpful things leaders can do to facilitate grieving in the workplace.
Take a moment
People who are grieving often notice that feelings can overwhelm them unexpectedly. Health care professionals may find themselves similarly taken by surprise emotions, especially when there is a difficult patient outcome.
“When our group lost a number of pediatric patients, coming together to share our feelings was instrumental in grieving. Each of us wondered what we could have done differently. Being able to express those sentiments within a team that was feeling the same way made it ok. It is never easy to lose a patient, particularly a child, yet the common bond of our clinical staff helped us all to heal a little sooner and to become stronger in our service to other families.”
Wendy L. Hobson-Rohrer, MD, MSPH
Associate Vice President, Health Sciences Education
Clinical Director, University of Utah South Main Clinic
Professor of Pediatrics
One tool used in some medical settings is “the pause.”1 This is a practice of pausing together as a team after a patient death. The pause takes about one minute and is a chance to honor the patient by holding silence, recognizing that the person was loved, and acknowledging the efforts given in their care. This practice has shown to help team members acknowledge feelings of grief and distress. View and download a script for performing the pause here.
Learn how grief works
Grief is meant to slow us down. The whole body suffers grief, therefore the whole body needs to process it. Whether the loss is big or small, some part of our life as we know it has ended. By slowing down, the body and brain can mourn; one can begin to comprehend a different version of life. Eventually, we make meaning while moving forward—honoring that which was lost.
“Our small team experienced deaths of two colleagues only a few days apart. We really worked to uniquely acknowledge and create space for each individual. For one, we held a session facilitated by the Resiliency Center and a Chaplain; for the other, an avid writer, we have a writing workshop planned. I’m so grateful I get to share space with a team that has been so deeply supportive of me, and of one another. I know I’m not alone in my grief.”
Ashlee Bright, MPA, Communications and Public Affairs Director
Huntsman Cancer Institute
The opportunity to make our own meaning is true for all losses, not just those associated with death. Some examples of non-death losses include divorce or changes in a relationship; illness of self or loved ones; and job or role changes. Having a better understanding can foster compassion for ourselves and others.
Get and give support
There are many options for employees to get support. Chaplains support patients spiritually throughout their stay, especially through the death process. They accompany other team members when it comes to the emotional care of patients, families, and staff dealing with loss.
“On the palliative care team, I facilitate a weekly ritual of remembrance and release of the patients that passed in the previous week. This helps us find closure each week, creating space for the next. We say each person's name, allow for silence or conversation about how the patient or families have touched us. Then the dissipating sound from striking a singing bowl, reminds us how something experienced changes over time.”
Rev. Lorie Nielson, BCC
There is a grief support group for both community members and employees called "Caring Connections." Sessions occur throughout the year, on campus and in various locations throughout the valley.
The Resiliency Center is also available to all University of Utah Health employees. Individuals can meet with a mental health expert for a resilience consult, which is a great place to start for anyone wondering if they should talk to someone. The Resiliency Center can work with teams affected by loss, including the death of a colleague or an adverse patient outcome.
“When our co-worker died suddenly on a weekend I reached out to the Resiliency Center for grief support for staff. Even though it was just a small group that participated, many appreciated that the opportunity was offered. The culture at work is a natural place of friendships, caring for each other and demonstrating support of each other.”
Amy Sikalis, MPH, Director Research and Science
Department of Radiology and Imaging Sciences
Many individuals at the U reach out on a daily basis to each other as friends, peers, mentors, etc. These relationships often carry a natural avenue for peace and healing. If this isn’t so natural for you, learning supportive phrases is a good place to start.
However you get or give support, each effort strengthens a shifting belief in the health care landscape—that it’s ok to be human at work.
1. Crumbie-Barrick K, Black J. Caring for the caregiver: nurses’ responses to critical incidents and interventions to improve coping. Oral presentation at: Ohio State University Summit on Promoting Well-Being and Resilience in Healthcare Providers; September, 2018; Columbus, OH