We teach about grief and transition, and usually our focus is on helping you to support and communicate with your clients. There is another aspect, though, because it’s not just clients who are aging. So are your co-workers and colleagues. As data from Cerulli Associates suggests, the average age of a financial advisor in the U.S. is now over 50. Only 23% are under 50.
As a result, you need to learn the skills of grief support for your team as well as for your clients. A few things to look at:
Do you have a compassionate bereavement leave policy? There is no federal law requiring one, but most firms give three to five days for an immediate family member. Consider expanding that to allow at least a week, and to include any relationship that is very important. For some people, for instance, an aunt was more influential than their mother, and her death has great impact. A best friend’s death, especially if it is sudden, can be as difficult as a sibling’s. Be as generous as you can with bereavement leave in your office.
When someone returns from bereavement leave, don’t ignore what just happened. Hug. Have a big box of tissues and a card on the person’s desk, perhaps with a little comfort food like a small box of chocolates. Ask what it’s like now, a week after the funeral, and listen to the stories.
Give more flexibility and support than usual for at least a month or two, recognizing the normal lack of focus and the up-and-down nature of grief. Allow a more flexible work schedule, more breaks, and a back-up person to catch errors that may occur (with assurance that performance reviews won’t suffer during this time).
Continue to check in regularly, saying the name of the one who died. Be particularly mindful of days like a birthday or wedding anniversary, and do something such as taking the grieving person to coffee or bringing in a cake. Acknowledge the void of such a day, while trying to make it a little easier to bear.