I hope this is a post that no one ever needs. But realistically, I doubt that will be the case.
At some point in your professional career, you might need to attend a funeral for an employee. Or the funeral for an employee’s family member. We don’t think about this but there are lots of reasons. Maybe someone’s boss had a heart attack. Or a senior vice president’s son had a terminal illness. Or perish the thought, there was an accident at work.
Everyone processes grief differently. It wouldn’t be fair to assume that everyone knows exactly the right things to do when an employee dies or has a family member pass away. And I’m not talking about the company’s bereavement leave policy, although that is something to look at.
I heard a speaker earlier this year talk about losing her son to suicide. And the reaction of the company he worked at. They shared with her stories about his work and his contributions to the company. His manager and several of his co-workers came to his memorial service and funeral.
As the speaker was sharing her story, it occurred to me that it might be helpful to have a few resources available for managers and employees. If they are faced with this situation, they would know the right things to do.
The Grief Recovery Method provides resources to help individuals manage the grief process. Their site has books, blog articles, and a network of support counselors. If you want to get some sense of their offering, they do have a free eBook (registration required).
Everplans is a web resource focused on planning and organizing your life through a digital archive. They have resources related to aging, estate planning, and funeral planning. This article from their site is focused on “A Quick Overview of Proper Funeral Etiquette”.
These are just a couple of resources that might help should the need arise. We can’t make the assumption that every manager has experience dealing with death, funerals, and condolences. It’s not fair to expect them to attend funerals and memorial services without offering them some resources.
Let me add one last thing, because I’m sure some of you are thinking it. The way that companies handle these situations has a definite impact on culture and engagement. We all know it.
If you’ve been in this situation, I’d love to hear your thoughts. Do you have resources that you share with managers when they’re faced with attending a funeral? Leave us a comment with your resources.
The post Bookmark This! Workplace Funeral Etiquette Edition appeared first on hr bartender.
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Author: hrbartender
Date/time: 3rd May 2019, 18:03

Kurt Lewin Change Model

Everyone needs to deal with change. Doesn’t matter if it’s a change we’ve decided to make or one that’s forced on us. It also doesn’t matter if it’s small or big. In fact, sometimes it’s the small changes we decide to make ourselves that can be the most difficult. 

Regardless of the type of change you’re processing, it’s important to find a change management model that works for you. Personally, I’ve always like Lewin’s model. Kurt Lewin was a psychologist and major contributor in the areas of group dynamics and organizational development. His change model is very easy to remember, which is one of the reasons I like it.

The UNFREEZE stage is where we realize that change is necessary and how it will impact us. We start thinking about how to create change.  

During the CHANGE step, we begin to do things differently. We work through the discomfort and challenges of changing our routine.

Finally, in the REFREEZE phase, we acknowledge the new normal. This is also when we can celebrate the success of dealing with the change.

I recently learned another way of thinking about Lewin’s model that I thought was pretty creative. I was facilitating the Society for Human Resource Management (SHRM) seminar on “Organizational Development: Designing Successful Organizational Performance” and we were talking about change interventions. One of the participants said they talk about change in terms of “pencils, pens, and Sharpies”. So, I asked for permission to share their idea here.

PENCILS represent those current processes, policies, or habits that we have. They can also be considered tentative. Things written in pencil can be erased and changed. 

PENS are things that become more permanent. It might be an action we plan to have for quite some time, but still realize that at some point in the future it’s going to change. 

SHARPIES are for those actions that are going to be around for a very long time. We want everyone to know about this change. Think bold and ingrained in our culture!

I immediately liked this 3-step approach because I could see it being used as part of organizational decision making. For example, the group can agree that an idea is “ready to be PENNED” or we don’t have enough experience with this process to “document it in a SHARPIE”. It also makes for a good visual. 

Next time your organization is going through a change management process, think about where they are. Is the group still penciling? Or have they moved to pen? Maybe even Sharpie? It might help to guide the process change in a new and different way.  
The post Change Management: A 3 Step Model appeared first on hr bartender.
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Author: hrbartender
Date/time: 11th April 2019, 18:02