Why Does My Air Conditioner Freeze Up?

It became obvious in January that Ken was losing his four year battle with cancer.  Connie, his wife of over thirty years, took her vacation month from work, and then an additional five week leave of absence to be with him every agonizing day in the hospital.  On March 17th, Ken died.

At the request of her employers, Connie returned to work on March 30th. With her Irish determination and “stiff upper lip” approach, she shut down her feelings, masking the pain of a broken heart. Customers and fellow workers alike thought she was strong and “doing fine”. 

In fact, she was not fine.  Five months later, Connie experienced an emotional explosion. The grief she had bottled up inside her emerged with a rush. She was totally overwhelmed, not only by the intense, uncontrollable feeling of loss, but also by the “shame” of “losing it”.

Depression, fear, confusion, crying and despair swept over her in waves.  Connie was unable to handle customers without falling apart. People were shocked, especially “after so long” when it had appeared she was doing so well. Her employers, though caring about Connie, faced a dilemma — not really understanding what was actually going on with her, yet having to concern themselves about the effects the situation was having on her productivity, her co-workers, and her customers.

This is grief at work. It is important to draw attention to the effect on people in the work place of grief through death, divorce or numerous other life changes. Bereavement can be a devastating experience. The grieving person faces an emotionally rocky journey. While it is often affirmed that grief is normal., it is nonetheless troublesome, and often leaves people like Connie unable to function at work within acceptable limits. Long after the funeral is over, the impact of loss can hit home. Months after people think we have it together, the grieving person may feel like they are falling apart. After a loss, our equilibrium, health and well-being can be severely compromised. This affects us in every area of life, not least of which is in our work.

We have not recognized the enormous effect grief has on the workplace. Not only does it affect those who experience bereavement, there are many struggling to cope with and grieving over OTHER significant losses — divorce and separation; relocation; job changes; injury; being passed over for promotion; being laid off; early retirement; and unemployment. At any given time, a significant section of the work force may be coping with a major personal loss.

Much as we would like to subscribe to the concept of a compassionate society, the real world can be cruel. The expectations of the workplace are that the employee will perform and produce, devoid of human emotions and unaffected by personal experiences.  In some work environments, the expression of personal feelings is taboo, often interpreted as weakness. Yet, if bereavement produces a necessary emotional response, a conflict between the needs of the individual and the goals of the workplace seems inevitable. 

Most companies recognize death as an acceptable cause for absence from work. Many give three days off to help employees cope with the loss of a loved one, although there is often a hierarchy of loss, with three days for the loss of a spouse, child or parent, ranging down to one day for other relatives. Sometimes there will be an informal policy regarding the death of a co-worker or a “friend” (a term we cannot assume we understand in today’s society without some knowledge of the actual relationship). Most companies respond to a death with meaningful gestures such as sending flowers or memorials, and are supportive around the time of the death.

An understanding of the grief process indicates people are generally in a state of shock and numbness in the days after a loss. Confusing numbness with strength, some people feel support can be withdrawn shortly after the event. We expect or hope people will just “get on with it”. Yet, most manifestations of grief do not appear until weeks or months after the event. Because there is not much understanding of this process, this reaction catches both the individual and the employer by surprise.

Over time, the bereaved employee may experience some of the following symptoms: inability to concentrate; lack of motivation; impaired decision-making; confusion; memory gaps; anxiety; crying; social withdrawal; apathy; decreasing productivity; and other seemingly in appropriate emotional responses.  These are all the more bewildering because they are uncharacteristic of the person. As a result of these normal but dysfunctional responses, such employees often have a high absentee, sickness, alcohol and drug use and accident rate in the months after a significant loss.        

Because of the effect a troubled employee has on productivity, which is after all the bottom line in business, many companies have responded with employee assistance programs (EAP). Such programs address many issues, such as substance abuse, marital and emotional problems, and play a significant part in helping an employee cope with a personal loss. Unfortunately, often only larger companies are able to offer such help, yet these resources are needed by all. Where there is no program available through an EAP, arrangements could be made by businesses or other referring agencies to connect people with an ongoing grief support program through a local funeral home.

Every manager or executive will eventually be confronted with a death in the workplace.  There is a need to provide them with information enabling them to understand the grief process and so understand the grieving employee. Such understanding will enable the workplace to become more accommodating to the needs of their people. Three days of funeral leave only begins to address the grieving individual’s needs. Healing takes time, often much longer than people expect. The full impact of grief is felt long after the funeral.

Most people do not have the opportunity or the financial luxury of taking an extended leave of absence. Usually they must keep on working while they are putting their lives together. Finding energy to do both can be a challenge. Managers and knowledgeable co-workers can do much to support grieving people through this stressful time, and thus dramatically reduce non-productive behaviors. The ability to identify employees experiencing grief and loss and refer them to the appropriate resources can be vital to the well-being of the work climate as well as to the individual. Grief is not a mental illness nor aberrant behavior, though it is sometimes treated as such. Loss is a fact of life. Grief is the reaction to that loss, and must be worked through by the individual in order to heal.

Some ideas for the business manager: organize lunch time seminars for interested staff and employees; access community support groups often available through local funeral homes; offer bereavement counseling resources; and offer training workshops for staff on understanding grief and support for grieving employees.

Connie attended a grief support group for some time, and came to me for grief counseling. It was a long journey, and she had a struggle to come to terms with her loss, but with help, she was eventually able to return to work.  But as she herself put it, “I had to take time to be a mess!” The opportunity to do so gave her the message that she was important to her company and to her friends, and that people were willing to support her through the most challenging experiences of her life.

• It is important to note that children have many questions about death, and these are usually different than the ones that occur to adults. Children’s questions deserve simple, straight forward answers. The first task of a grieving child is to make sense of the factual information about how the loss occurred. A caregiver’s direct, concrete explanation of the facts surrounding the death will help the children begin to come to terms with what has happened. They may ask to hear the facts a number of times. They may also want to share the story with many others … friends, teachers, strangers … to try to comprehend the unimaginable that has happened.
• Children’s perception of loss and their grief has to be understood according to their developmental levels. Death, or indeed any loss, means different things to children of different ages. Enquire and try to figure out what this loss mean to this child at this particular time in life. What they feel they have lost will be a determinate of what they are missing, and what needs to be.
• Dispel any fears the child may have. Children are often afraid that someone else in the family, or they themselves will die also. They need to have reassurance that these fears are unfounded. Every child is afraid of being abandoned, so if one parent has died, the remaining parent can assure the child that he/she expects to live a long time, and will take care of all the child’s needs.
• Children need to teach adults about their grief. Every child and every response is unique. Rather than assuming that we know what the child is feeling, we must allow the children to be our teachers. As children share their grief with others they trust, they tell us what they are feeling and experiencing. As adults communicate respect, acceptance, warmth and understanding, the child will sense that they are being taken seriously and be more open to the stabilizing presence of that individual as they reach out with meaningful support.
• Children express themselves in a variety of ways after a loss. Some of the most widely recognized include: an apparent lack of feelings; acting out behavior, due to feelings of insecurity and abandonment and often expressed by behaviors which provoke punishment, for children would rather be punished than feel ignored; regressive behavior; fear; guilt and self-blame; “Big Man” or “Big Woman” syndrome, (often encouraged by those who with good yet unwise intentions tell a 10 year old that he has to be the “man of the family”); disorganization and panic; loss and loneliness; explosive emotions.
• Simple ceremonies such as lighting a candle next to a photograph; placing a letter, picture or special memento in a casket; or releasing a helium balloon with a message attached for the person who died, can be effective rituals of farewell. Children can be wonderfully creative with these kinds of meaningful, symbolic ideas.
• Speak in simple language: Ask the child what he/she thinks, knows and feels, and respond specifically to these concerns. Do not give excessive detail, and make sure you check how the child is putting the information all together.
• Be honest. Avoid half truths. Never tell a child something he/she will later have to unlearn. Don’t avoid the word death, because sometimes the alternatives (asleep, gone away, in a better place, etc.) create worse difficulty in a child’s mind.
• Be open about the situation: When my wife died, my boys were 9 and 7 years of age. As much as I might have wanted to, there was no avoiding the questions that arose. “Why did Mommy die?” “Where is she now?” “What will we do if you die too?” I tried to answer the questions they asked simply and honestly, without giving too complicated responses. They discerned that I was making them a part of it all, and was being open about everything and accepted that.
• Initiate the conversation: Children may not ask questions because they are not sure if they will upset we adults. They may not know what to ask, or be able to put their uncertainties into words. They know that something unusual is happening, and are scared by it. Instead of asking questions, they may turn to whining or other negative behaviors, which add to your emotional stress. In response, rather than helping them cope, adults may get upset or angry and this adds to the reluctance to talk. Try to be sensitive to opportunities to ask children how they feel. We might ask, “You’ve probably been wondering about …. ”, and pose the question that the children may be asking.
• Sometimes our concern for the children can mask a deep need to resolve our own adult grief issues. Sometimes it is easier and more socially acceptable to say, “I am concerned about the children,” than it is to say, “I’m having a hard time dealing with this myself.” So be careful not to transfer your own fears and anxieties on to the children.
• Often a child may benefit from a support program. Talk to your doctor, spiritual leader or other community resource people to see what programs are available for your children.
• Above all, let the child know that these feelings of grief are natural and a necessary part of the grieving process and that their grief will pass. Assure them they are not alone, and that others, including you yourself, feel sad as well. Assure the child, however, that these feelings will pass with time, and that life will return to normal.