From the breakup of a relationship to losing a loved one, people are often told to find “closure” after traumatic things happen.
But what is closure? And should it really be the goal for individuals seeking relief or healing, even in these traumatic times of global pandemic, war in Ukraine and mass shootings in the U.S.?
Closure is an elusive concept. There is no agreed-upon definition for what closure means or how one is supposed to find it. Although there are numerous interpretations of closure, it usually relates to some type of ending to a difficult experience.
As a grief expert and author of “Closure: The Rush to End Grief and What It Costs Us,” I have learned that the language of closure can often create confusion and false hope for those experiencing loss. Individuals who are grieving feel more supported when they are allowed time to learn to live with their loss and not pushed to find closure.
Why did closure become popular?
Closure is entrenched in popular culture not because it is a well-defined, understood concept that people need, but rather because the idea of closure can be used to sell products, services and even political agendas.
The funeral industry started using closure as an important selling point after it was criticized harshly in the 1960s for charging too much for funerals. To justify their high prices, funeral homes began claiming that their services helped with grief too. Closure eventually became a neat package to explain those services.
In the 1990s, death penalty advocates used the concept of closure to reshape their political discourse. Arguing that the death penalty would bring closure for victims’ family members was an attempt to appeal to a broader audience. However, research continues to show that executions do not bring closure.
Still today, journalists, politicians, businesses and other professionals use the rhetoric of closure to appeal to people’s emotions related to trauma and loss.
So what is the problem with closure?
It is not the mere presence of closure as a concept that is a problem. The concern comes when people believe closure must be found in order to move forward.
Closure represents a set of expectations for responding after bad things happen. If people believe they need closure in order to heal but cannot find it, they may feel something is wrong with them. Because so many others may tell those grieving they need closure, they often feel a pressure to either end grief or hide it. This pressure can lead to further isolation.
Privately, many people may resent the idea of closure because they do not want to forget their loved ones or have their grief minimized. I hear this frustration from people I interview.
Closure frequently becomes a one-word description of what individuals are supposed to find at the end of the grieving process. The concept of closure taps into a desire to have things ordered and simple, but experiences with grief and loss are often longer-term and complex.
If not closure, then what?
As a grief researcher and public speaker, I engage with many different groups of people seeking help in their grief journeys or looking for ways to better support others. I’ve listened to hundreds of people who share their experiences with loss. And I learn time and again that people do not need closure to heal.
They can carry grief and joy together. They can carry grief as part of their love for many years. As part of my research, I interviewed a woman I will call Christina.
Just before her 16th birthday, Christina’s mom and four siblings were killed in a car accident. Over 30 years later, Christina said that people continue to expect her to just “be over it” and to find closure. But she does not want to forget her mother and siblings. She is not seeking closure to their deaths. She has a lot of joy in her life, including her children and grandchildren. But her mom and siblings who died are also part of who she is.
Both privately – and as a community – individuals can learn to live with loss. The types of loss and trauma people experience vary greatly. There is not just one way to grieve, and there is no time schedule. Furthermore, the history of any community contains a range of experiences and emotions, which might include collective trauma from events such as mass shootings, natural disasters or war. The complexity of loss reflects the complexity of relationships and experiences in life.
Rather than expecting yourself and others to find closure, I would suggest creating space to grieve and to remember trauma or loss as needed. Here are a few suggestions to get started:
• Know people can carry complicated emotions together. Embrace a full range of emotions. The goal does not need to be “being happy” all the time for you or others.
• Improve listening skills and know you can help others without trying to fix them. Be present and acknowledge loss through listening.
• Realize that people vary greatly in their experiences with loss and the way they grieve. Don’t compare people’s grief and loss.
• Bear witness to pain and trauma of others in order to acknowledge their loss.
• Provide individual and community-level opportunities for remembering. Give yourself and others freedom to carry memories.
Healing does not mean rushing to forget and silencing those who hurt. I believe that by providing space and time to grieve, communities and families can honor lives lost, acknowledge trauma and learn what pain people continue to carry.
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Nancy Berns does not work for, consult, own shares in or receive funding from any company or organization that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.
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Employees are working longer hours than they ever have, and the effects are starting to show.
Higher absentee levels, abandoned vacation time, and reduced productivity are all byproducts of an overtaxed workforce. Prioritizing mental health has taken on new relevance in today’s corporate world, though many wonder how to do this amid strict deadlines, unmanageable workloads, and overbooked personal lives.
Many companies have begun integrating policies to support a healthy work-life balance, indicating an acknowledgment that the most productive employees are often the most supported and least burnt out. These initiatives include robust wellness programs and educational offerings or expanded staffing to manage bandwidths.
But even if your employer hasn't rolled out programs like these, there are simple steps each of us can take to protect our emotional, psychological, and social well-being. Patient-driven telehealth company Ro compiled a list of 10 ways employees can prioritize their mental health while working, using information from health experts, human resource managers, and counselors.
These simple steps are designed to help prevent some of the major side effects of increased workloads and unending workdays, whether anxiety and stress or depression. Keep reading to learn more about setting clear boundaries and carving out time for yourself during every workday.
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In a survey of 7,500 full-time employees, a full 44% reported feeling burned out sometimes while nearly a quarter reported feeling burned out always or often, according to a 2018 Gallup study. Limits and boundaries in the workplace are especially important for those who work from home, as the lines between work and home life often blur.
Setting boundaries can be as simple as making sure not to connect your phone to your work email or to avoid checking work emails between certain evening hours to shift focus to family or personal time. Realizing when and how to delegate responsibilities is also a necessity when boundary-setting.
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Breaks are an important way to recharge during the workday, and no break is more important than the lunch hour (or half-hour). A Tork survey released in 2021 found that nearly 40% of workers take breaks occasionally, rarely, or never. There's a major gender divide, too: Women are twice as likely as men to not take breaks during the workday.
Many say they feel guilty stepping away, but the benefits of a lunch break are clear and include an increase in productivity, a boost to creativity, and a reduction in stress. Not taking lunch breaks can actually have a negative impact on employees and employers.
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Not only does learning to say no help to set boundaries and limits, but it also helps to prioritize essential work tasks. Employees often overextend themselves at work by saying yes to everything, which can lead to burnout.
Those who have trouble saying no are more likely to suffer from burnout, stress, and depression, according to research from the University of California in San Francisco in 2013. With so much work and so little time, employees have to learn that saying no can not only be OK—it can be one of the most effective ways to prioritize mental health at work.
Some tips to saying no properly include being polite and brief, but firm; being honest; offering an alternative; and remembering that saying no does not make you a lazy or bad employee.
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Many corporate workplaces have gyms or offer weekly workout classes like yoga. For those who work from home, there are apps featuring everything from tai chi to five-minute power workouts, and many offer free trials.
Sitting behind a desk is a sedentary activity, and lack of movement has all sorts of negative effects on not just physical health, but mental health as well. Being sedentary can increase the odds of depression and elevate anxiety levels. Doing a workout is not the only way to incorporate movement into your workday—taking a brief walk around the block works just as well.
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Each year, North Americans work harder and longer. Nearly 800 million vacation days were left unused by American employees in 2018, up 9% from 2017, according to research from the U.S. Travel Association, Oxford Economics, and Ipsos.
The same research found that those who plan their vacations use more vacation time to travel and are happier in several areas, including their personal relationships and overall well-being. Either way, vacation time is an important way to recharge and find enjoyment outside of the workplace.
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One study published in 2013 by the Journal of Environmental Psychology found a correlation between decorated workspaces and heightened productivity and energy.
Bringing a small lamp from home or a few favorite books to display and read on your lunch break offers a way to make office surroundings more comfortable. Inspiring quotes, color-coded accessories, family pictures, or a plant can all help to boost creativity and productivity while elevating your mood and making your workspace feel more like home.
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While co-workers don’t have to be best friends, it is important to foster positive relationships at work. Those who engage in small talk perform better on cognitive tests and showed an increase in executive functioning, according to a study published in 2010 by researchers at the University of Michigan.
Whether making small talk when getting that morning cup of coffee or chatting up a colleague while waiting for the 4 p.m. conference call to begin, having a brief discussion can bolster mood and even serve as a small break from the monotony of the workday. Establishing workplace relationships can improve overall quality of life according to a study conducted by Globoforce and published in 2014. That study also found that having a work friend increased workers’ commitment to their employer.
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There are several advantages to throwing on the radio or streaming a well-thought-out playlist at work. Listening to music helps with focus, absorption of information, reduces stress and anxiety, and boosts mood, all of which help to improve mental health. It also stimulates creativity and brings an increase in productivity, though not all music is good for all types of work.
Popular music may interfere with complicated tasks, while classical music can help with focus. One important rule to remember when it comes to listening to music is that not everyone has the same taste. Avoid upsetting co-workers by bringing in earbuds to listen at a respectful volume.
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Whether it’s a professional development course offered online or through your workplace or a college course your company will reimburse, continuing education opportunities keep the mind sharp and help sustain interest at work by offering additional knowledge. This increase in knowledge often offers opportunities for advancement.
Approximately 50% of employers offer some type of undergraduate assistance, and 53% offer assistance for graduate degrees, according to a 2017 Employee Benefits Survey by the Society for Human Resource Management. Many companies have corporate accounts with online services like Coursera, which provides educational enrichment through online courses and certifications. To figure out what companies offer, employees should reach out to human resources.
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Studies have shown that clutter can contribute to heightened anxiety and stress, decreased productivity, and feelings of losing control. A few minutes a day devoted to organization can work wonders in the workplace, and filing systems don’t have to be complex to be effective.
The effects of clutter on the body and mind are so significant that they can even cause people to overindulge in food and create other unhealthy habits. An Express Employment Professionals study found that disorganization causes significant loss of actual work time, with 57% of participants admitting to losing six work hours per week due to disorganization.
This story originally appeared on Ro and was produced and distributed in partnership with Stacker Studio.