First month guidance for navigating the death of a direct report

This is your third out of three messages to support you in navigating the death of your direct report. This Pyn includes information on what else to do in the first month after learning of your employee's passing. ⚠️ Pyn note to HR: Add contact information of the person the manager can contact if they have additional questions.

1. Continue to lead with empathy

The office will be reeling for a while, so try not to push your team too hard too fast. With that said, work will continue and some needs to be reassigned. Don’t cancel any 1:1 meetings, they’re an important time to check-in with your employees regularly.

2. Remind your team about counseling available

Encourage and remind your team about the counseling services available. Consider seeing one yourself to reduce any stigma about seeking professional help, especially as the team’s leader.

3. Consider the right time to hire a replacement

To be respectful to your employee’s memory, don’t immediately look to hire a replacement. Set a good example by staying productive even if you’re mourning inside. This helps employees realize that despite their grief it is possible to remain productive. Refrain from becoming aloof so that employees don't view you as uncaring.

Everyone processes grief over time differently, it’s unlikely that after a week or after a month things will start to feel normal again.

⚠️ Pyn note to HR: The suggestions we’ve provided in this Pyn can be applied a few months from the loss of your employee, or even a year or later. For example, it could be helpful to remind employees in six months that their EAP and counseling services are still available. You could set additional time at a staff meeting at the end of the year to remember your departed employee and pay respect to their memory.