Challenging private situations (divorce, death of a relative, accident, illness etc.)

In a nutshell: What's it all about?

Difficult private situations can also affect the professional performance of the person concerned - and by extension, the entire team. Dealing with this requires sensitivity for both the person affected and the team as a whole.

Opportunities and possibilities

If a team member is going through a difficult phase in their private life, as manager you can strengthen solidarity and cohesion within the team by acting with understanding towards all those involved, deepening the trust of your employees in the process. Take the pressure off the person concerned so they can concentrate fully on improving their personal situation and getting back to work more quickly. By reassigning tasks and responsibilities, you may even be able to optimise work processes and bring previously unrecognised skills and competencies to light.

Get active: How to demonstrate good leadership

As a manager, show empathy and offer regular and transparent discussions with the person affected.
Work with them to find a solution, offer your support and adjust their work load.
Provide as limited information as possible to the team, but just enough to ensure their support for and solidarity with the person affected.
Involve your HR Partner.
Take preventive measures to avoid sickness and burnouts.

Self-reflection: Am I applying my social and leadership competencies effectively?

Building bridges:

Have I shown empathy and respect during the course of things and behaved in a genuine manner?
How do I strengthen the bond between the person affected and the rest of the team?

Nurturing well-being:

Do I essentially offer a healthy and respectful work environment?
Was I adequately prepared for the difficult situation and was I able to respond to prevent a worse situation developing?
Were my measures/interventions adequate and sensible?

Living inclusivity:

Have I approached the situation openly and without prejudice?
Have I considered the needs of all those involved, including my own?

In short: 5 steps to success

1. Provide contact and support for the team member 2. Inform the team without affecting the employee's right to privacy 3. Set down clear expectations and work assignment 4. Liaise and keep in contact with specialist entities 5. Take preventive measures

Areas of responsibility: Roles

In prevention:

Manager: ensures mindful and respectful interaction with team members and employees

In the acute phase:

Manager: offers support to the employee in question and provides continuous information to the team so as to avoid misunderstandings; reassigns tasks across the team and initiates appropriate measures to avoid overloading the team; gives prompt information to HR partners

Employee: notifies their manager immediately and discusses matters openly; prompt issue of the certificate of work incapacity; prioritising health and recovery in order to be ready for work again as quickly as possible

Case manager: gives advice and support throughout the process in the event of foreseeable or existing health-related incapacity to work