Linda's consulting firm, HR Performance Solutions, helps individuals and business groups find their potential through change. Linda has spent over 22 years facilitating and working with teams and individuals helping them reach their potential through change. Three areas of practice that she focuses on include training and developing utilizing insight assessments, Human Resource consulting to attract and hire the right employees, and coaching groups and business managers to develop into leaders both personally and professionally. She has recently included grief coaching into her business practice coaching individuals, teams or managers in organizations through periods of grief and loss.
She is a member of the American Society of Training & Development, the Advisory boards of the American Red Cross of Bergen County Executive HR, and the Career Networking Group of NJ; and a member of the NJ Association of Women Business Owners (NJAWBO). She holds an MS in Training - Management & Supervision, from Montclair State University, a BA in Communications from Ramapo College and Human Resources Certification from Rutgers University as well as a coaching degree from Coach University. Linda is a certified corporate recruiter and trainer. Illness or a death in the family is the second most common problem which affects workplace performance followed only by stress. Last year 81% of the United States workforce was impacted by crisis and grief due to events such as: death, illness, accidents, terrorism, divorce, finances, and downsizing.
Have you ever been in a situation where a co-worker is going through a crisis and you didn't have a clue as to what to say or do?
A manager recently contacted me after learning that one of his employees just found out his wife has cancer. His employee, John was unable to focus at work and his productivity dropped significantly. The manager was unsure of how to handle the situation, unsure of what to say or do so as to not upset John further. He related that many of John's co-workers were equally uneasy. Do they say something? Should they remain silent and act as if nothing is wrong? Here's some guidance in helping someone you know or care about through a difficult time, either personally or professionally:
- Offer a listening ear if the person indicates they want to talk. If you think they may want to talk but aren't sure, ask them, or simply say "I'm here if you want to talk".
- A person going through a crisis often wants someone to show them that they care. By asking how their spouse, loved one, or they themselves are doing you can show your concern.
- Understand that productivity drops a lot during the initial crisis period. Make some allowances for this knowing that the standard of work you experienced from this person in the past will return after the crisis passes.
- Don't just offer to "help if they need anything". These words very often translate into just words when not followed by action. Ask specifically what you can do for them during this crisis time. Then do it.
- If you are managing a person in crisis, think about ways you can lighten the employee's workload for a brief period of time so that they can manage their personal needs along with job responsibilities.
The actions you take can have long lasting affects on how your employee feels about you and the company long after the crisis has passed. What you do during this difficult time directly impacts your company's bottom line.
Linda Trignano is a Human Resource Consultant and Business Coach helping individuals, teams and corporations move through difficult transitions. She helps her clients' move from who they are today to whom they want to be tomorrow. She can be reached at www.hrperformancesolutions.com; or by phone
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