Change and Grief in the Workplace
Within the last eight months, two of my good friends and I have undergone significant career changes. One friend switched organizations after nearly 15 years, the other resigned as a City Administrator, and I transitioned into professional coaching and consulting. While there are common themes behind our decisions, our reasons for doing so are deeply personal.
During our discussions leading up to and after these changes, I noticed that we were all experiencing various stages of grief. Even though we willingly chose our paths, the loss of familiarity and the process of major change triggered intense feelings of loss.
These conversations made me reflect on my past experiences, such as changes in leadership, job duties, assignments, or the loss of colleagues. I began to wonder if resistance to change could be a result of processing it as a significant loss and going through the cycle of grief. This perspective is in contrast with the traditional approach of labeling the employee as "not a team player", "not on board", or "resistant." Recognizing and understanding how we process grief could help managers and employees navigate organizational changes with empathy and patience.
Let's consider a scenario: I've had the same supervisor on the same shift for the past decade, and now my supervisor is retiring. To complicate matters, my new supervisor started at the department the same year as me. When reviewing the cycle of grief, it seems plausible that someone in this situation would perceive the experience as the loss of a steady and familiar supervisor and be resistant to a new supervisor. While this situation may seem common and easily dismissed as a normal situation that we all experience, I wonder how things would be different if managers provided more support, demonstrated empathy and patience to allow someone to fully process their loss and move towards acceptance.
The stages of grief, often referred to as the Kübler-Ross model, provide a framework for understanding the emotional and psychological responses individuals may go through when experiencing grief. It is important to note that grief is a highly personal and individual experience, and not everyone will go through every stage or experience them linearly. These stages provide a general understanding of the common emotions and reactions that individuals may experience during the grieving process. The stages are as follows:
Denial: Difficulty accepting the reality of the loss.
Anger: Feelings of frustration, resentment, and anger.
Bargaining: Attempting to negotiate or make bargains to reverse the loss.
Depression: Deep sadness, hopelessness, and withdrawal.
Acceptance: Coming to terms with the loss and finding a new sense of normalcy.
By considering the idea that we may experience the cycle of grief in the face of change, we can identify and validate the emotions and behaviors individuals may exhibit during workplace transitions. Managers who demonstrate support and guidance throughout the process, rather than dismissing or rushing individuals to accept the change, may experience a more positive outcome. Acknowledging the feelings of others and offering resources and support to navigate the process of change is also an effective approach.
It can be difficult for supervisors to provide the type of support employees need in the face of change, which is why working with a professional coach in anticipation of significant work-related changes can be beneficial.
I help local governments improve employee performance through personalized coaching, addressing the challenge of limited time and resources for routine employee development.
*Disclaimer: I am not an expert on grief and this blog reflects my personal reflection on my experiences and my own interpretation of how workplace change may be connected to the cycle of grief.
