Supporting Your Employee Through Cancer

When someone is diagnosed with cancer, their world changes in an instant. They are suddenly flooded with an overwhelming amount of information, new fears about their health and future, and daunting (and sometimes confusing) decisions to be made. When one of your direct reports faces such a diagnosis, it can be challenging and emotional for you as their manager as well. Supporting your employee through cancer while making sure day-to-day operations still run smoothly requires empathy, compassion, and strong communication. This article explores some steps to take when an employee shares their cancer diagnosis. It offers guidance on how to provide meaningful support during this challenging time.

 

Empathy and Active Listening: Creating a Safe Space for Communication

When a direct report discloses a cancer diagnosis, managers must approach the situation with empathy and compassion. This means actively listening to their concerns, acknowledging their emotions, and demonstrating genuine care and support.

To support your employee, give them your full attention; put away your phone, close your office door, and silence your notifications. Maintain eye contact and provide non-verbal cues, such as nodding, to show you are engaged and empathetic. Allow them to express their thoughts and concerns without interruption and validate their experiences by acknowledging their emotions and the seriousness of the situation. Especially during the initial disclosure, demonstrating genuine care and compassion will go a long way toward making your employee feel they can trust you through this difficult time.

 

Respecting Privacy: Balancing Support with Confidentiality

It may go without saying, but respecting an employee’s privacy when it comes to a cancer diagnosis, or any health challenge is crucial. While you may want to offer support and assistance, you need to also respect their boundaries and confidentiality preferences. Before sharing any information with other team members or stakeholders, obtain your employee’s explicit consent and discuss how they would like their diagnosis to be communicated within the organization. Let them take the lead, and assure them their privacy and boundaries are your first concern.

 

Providing Compassionate Support: Practical Ways to Help

Compassionate support goes beyond words. It also involves taking tangible actions to assist your employee throughout their cancer journey. Here are some practical ways to provide support:

• Flexible Work Arrangements: Offer flexible work hours or remote work options to accommodate medical appointments and treatment schedules.
• Resource Referrals: Connect your direct report with resources and support services. Your EAP, cancer support groups, and counseling services are amazing resources.
• Accommodation Assistance: Work with HR and other relevant departments to implement reasonable accommodations, such as ergonomic adjustments, modified work duties, or extended leave.
• Check-ins: Regularly check in with your direct report. See how they are coping and if they need any additional support or accommodations.
• Appropriate Emotional Support: Offer a listening ear and emotional support. Avoid giving unsolicited advice or trying to “fix” their situation. Just being there and empathizing with someone’s experience can make a big difference!

 

Supporting your employee who has cancer takes empathy, understanding, and compassionate leadership. By actively listening, respecting their privacy, and providing meaningful support, managers can create a caring work environment. This will allow employees to navigate this challenging time with dignity and resilience. Remember, your role as a leader is not just to manage tasks. It’s also to care for the well-being of your team members, especially during life’s most difficult moments.