Best Strategies To Help You Manage The Divorce Process while working

Divorce is on the rise! Last year alone the divorce rate rose 43%, with 2.4 million divorces filed. (That’s one every 13 seconds)

Unfortunately, a decline in these numbers is not expected anytime soon.

What does that mean?

It’s best you let your employers (head, supervisor, leader) learn of a divorce directly from you rather than from the office gossip.

It’s important to stay connected and let them be aware of the changes the divorce process has made in your life and your ability to manage your emotions and workload.

Initiate a face-to-face appointment to discuss the matter and let them hear your side.

What are the best strategies to help yourself manage the divorce process?

Offering support to an employee who is dealing with divorce makes a big difference.

Manage your divorce by…

  • Understanding HR policy that covers the support and time off available to those going through a divorce.
  • Accepting coaching, mediation and/or legal assistance in an effort to alleviate your financial worries and avoid a long-drawn-out process.
  • Planning ahead flexible working arrangements or hours so that you can work when you are most productive. Allowing yourself to work flex hours so you may go to a divorce support group or a legal appointment, or pick up your child from school.
  • Attending trained experienced divorce coaching sessions to educate, support, guide and empower yourself and your family to understand all of your options and create a better approach to divorce in a healthier manner and lessen the stress and burden of the process.

But there’s more on a human level to be aware of as well.

You can also show your support to others undergoing the same process by doing the following:

  • Have genuine sympathy for others. Allow each person to express their emotions in their unique way. Let them know that it’s okay for them to be sad.
  • Lend them your ears (Listen!). Sometimes you need to listen; don’t provide any advice or make them feel wrong about their feelings.
  • Don’t dismiss their feelings. Any adverse reaction, such as ridiculing, will make the individual experiencing the problem feel ten times worse.
  • Don’t bother with motivational speeches. It’s also not your responsibility to make them happy, and it’s your role to understand their feelings and assist them in remaining productive members of the team.
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