Being with employees during personal tragedies

This is perhaps the ultimate test of HR’s human face. There are almost no employees in this world to whom one or another kind of personal tragedy doesn’t happen while at work, or someone who weathers it without letting it come in the way of work.

Work and life –two sides of a coin

Life and work are two sides of a coin; one doesn’t exist without the other. People work not just to pay bills. They also work for a sense of attainment, satisfaction and achievement. What they do in their work area reflects on their personal lives, and vice versa. So, when our personal and professional are intertwined, how does HR help employees cope with a personal tragedy? A personal tragedy may be of varying dimensions and depth, but its impact is sure to be felt on the employee, and this reflects on her work, which directly impacts the organization.

Common personal tragedies

The most common personal tragedies in an employee’s life are separation and sickness. Separation can be of any type –divorce or death. It could also be about having to stay away from a beloved partner or parent or offspring due to difference in the job location.

Sickness of a beloved one is tragic. To see a dear one, be it a parent, life partner or child, or a close friend suffer, is very painful. It causes us to think about it all the time, and leaves us with a sense of grief and helplessness.

Death of a beloved one is very difficult to overcome, at least in the short run. True, time is a great healer, but then, inherent in that adage is that fact that it takes time to heal. It is in circumstances such as these that HR needs to show its humane side. It can offer various options to affected employees.

How can HR help?

HR can allow tragedy-stuck employees freedom to avail leaves that are in excess of what is permitted by company policy. It can allow them to work from home. It can allow them to take time off to attend to sick people at home or a care center. Or it can allow them to take off may be two days in a week to meet their beloved in a distant place and allow them to work from there.

This is perhaps the ultimate test of HR’s human face. There are almost no employees in this world to whom one or another kind of personal tragedy doesn’t happen while at work, or someone who weathers it without letting it come in the way of work.

Work and life –two sides of a coin

Life and work are two sides of a coin; one doesn’t exist without the other. People work not just to pay bills. They also work for a sense of attainment, satisfaction and achievement. What they do in their work area reflects on their personal lives, and vice versa. So, when our personal and professional are intertwined, how does HR help employees cope with a personal tragedy? A personal tragedy may be of varying dimensions and depth, but its impact is sure to be felt on the employee, and this reflects on her work, which directly impacts the organization.

Common personal tragedies

The most common personal tragedies in an employee’s life are separation and sickness. Separation can be of any type –divorce or death. It could also be about having to stay away from a beloved partner or parent or offspring due to difference in the job location.

Sickness of a beloved one is tragic. To see a dear one, be it a parent, life partner or child, or a close friend suffer, is very painful. It causes us to think about it all the time, and leaves us with a sense of grief and helplessness.

Death of a beloved one is very difficult to overcome, at least in the short run. True, time is a great healer, but then, inherent in that adage is that fact that it takes time to heal. It is in circumstances such as these that HR needs to show its humane side. It can offer various options to affected employees.

How can HR help?

HR can allow tragedy-stuck employees freedom to avail leaves that are in excess of what is permitted by company policy. It can allow them to work from home. It can allow them to take time off to attend to sick people at home or a care center. Or it can allow them to take off may be two days in a week to meet their beloved in a distant place and allow them to work from there.

No charity, this!

The bottom line is, it should make sure it does everything to make the employee feel as much at home as possible, without affecting work greatly. Of course, such employees are not expected to give 100 percent; the shortfall can always be made up by smart delegation and distribution. None of these needs to be done as charity, because by showing its considerateness, HR helps the distressed employee cultivate a greater sense of loyalty to the organization.

The bottom line is, it should make sure it does everything to make the employee feel as much at home as possible, without affecting work greatly. Of course, such employees are not expected to give 100 percent; the shortfall can always be made up by smart delegation and distribution. None of these needs to be done as charity, because by showing its considerateness, HR helps the distressed employee cultivate a greater sense of loyalty to the organization.

Contact Details

TrainHR
webinars@trainhr.com
http://www.trainhr.com
Phone:800-385-1627
Fax: 302-288-6884
43337 Livermore Common | Fremont| CA | USA | 94539

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