The Courage to Acknowledge and Mark Moments of Loss in the Workplace
Corporate Rituals
True leaders know the power of rituals. Ancient wisdom for new times.
At our recent Corporate Rituals learning network event in Belgium, we had the privilege of hosting a thought-provoking session on navigating loss and transition in the workplace. The speaker, Diána Hajdu-Kis, PCC 's powerful message resonated deeply with our audience of industry professionals, leaders, and HR specialists.
Corporate life often involves restructuring, downsizing, mergers, constructive dismissals, and other painful changes. While these circumstances cannot always be avoided, we can avoid failing to genuinely acknowledge the contributions of those who are impacted.
Many at the event shared their own stories of spending years dedicated to an organisation, only to depart without so much as a thank you or acknowledgement of their contributions. Failing to mark these moments of "loss" not only undervalues these contributions and sacrifices but also sends the wrong message to staying employees - no wonder we see a decline in commitment and engagement, especially among younger generations entering the workforce. Many have seen their parents go through painful job exits after contributing significantly, which alters their perspective on the role and space that work plays in their lives.
This poignant discussion serves as a crucial reminder that how we treat our people - through?both?triumphs and challenges - profoundly impacts their well-being, productivity, and loyalty. As leaders, we must cultivate a culture of empathy, support, and genuine appreciation. Most importantly, we must also develop a culture of having the courage and honesty to acknowledge the difficult moments, honouring those impacted and their contribution, and not shying away from them. Marking moments of "loss" through a ceremony or a symbolic action (a ritual) can bring a sense of closure to a chapter for all involved.?
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Let's ensure no one feels discarded or undervalued for their hard work and service. By prioritising the human element in our organisations, we can foster an environment that everyone feels proud to be a part of, where everyone can thrive personally and professionally.?
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Corporate Rituals Lies Daenen Ingrid Wolfs Dorien De Troy Jean N.S. Kabuta Mark Anthierens Evi Mans Evelyne Debeuckelaer Kristine Beckers Pieter Ruysschaert ? Daniel Vattay Michel Clerinx Sonja De Greef Marie Van Wayenbergh Abeltje Hoogenkamp Catherine Cattaruzza Vincent De Coninck Ria Verlinden Paul Tolchinsky Ewoud Monbaliu ??Ana-Maria Cocean Katherine Melcher Melanie Hoffstead Piero Farina Charles Silvestro Van houte Pascale Anya Libus Efrat Tzadik PhD. Yolanda Sing Deb Peluso
It was such a pleasure to participate and even share my thoughts on organisational loss at this super inspiring learning event. Thank you for the invitation!
Echte leiders kennen de kracht van rituelen
10 个月I fully agree - also with you Deb Peluso. If you don't learn to place loss in an organization, you lose connection. As Diana stated: "Grief is an arrow without directions". Leaders have to become aware of this. If we do not take time for processing, it will drain energy. And after a while each loss will pile up, and then at some point the bucket will overflow.
Driving Strategy, Op Model Design, Transformation, Culture Change and Organizational Effectiveness
10 个月Spot on. I’ve seen people give and give to an organization, only to be pushed aside, sidelined, treated with contempt or ignored, or simply taken for granted in the wake of other changes transpiring. Sometimes they leave on their own, sometimes they are shown the door, but rarely are the events marked with respect or acknowledgment of their contributions. It’s no wonder that the survivors are more cynical about the corporate machine after witnessing what happens to their colleagues.