Managing Grief in the Workplace:
How Leaders Can Make a Difference
Last year, my world changed forever when I lost my mother. Grief, as anyone who has experienced it will know, is a shapeshifter. Some days, it’s a dull ache in the background. Other days, it’s an all-consuming wave that makes even the smallest tasks feel insurmountable.
What I didn’t anticipate, however, was how profoundly grief would intersect with my professional life.
Across most workplaces, productivity and performance are often viewed as the highest virtues. But grief doesn’t follow a linear timeline or respect our carefully curated schedules. It lingers, complicating our ability to show up as we once did. And to make this experience even harder, most workplaces rarely address grief openly, leaving team members to navigate this emotional labyrinth in isolation.
It’s essential we confront this overlooked reality. Given grief’s complexity, coupled with ever-evolving workplace dynamics, leaders must understand its impact on employees and workplace culture. This is fundamental for creating workplaces that are rooted in belonging, empathy, psychological safety, and trust (key pillars of what I call Shift Leadership).
The Growing Impact of Grief in the Workplace
In both the U.S. and Canada, we’re facing both a growing aging demographic and “sandwich generation” — those juggling the dual responsibilities of raising children and caring for aging parents. Notably, caregivers report high levels of stress and burnout, which has a profound impact on their workplace productivity and engagement. But it also presents increased experiences and challenges with grief in the workplace.
Prolonged grief can directly impact a team member’s mental health and well-being, morale, sense of belonging, contributions, output, ability to collaborate, and so much more. And these issues are exacerbated when there is a lack of commitment and support for grief in an organization’s culture.
A lack of awareness and programming to support grief in the workplace can lead to its minimization and, worse yet, its intensification. Without structured education, leaders may unintentionally ignore or mishandle grief, compounding the emotional burden on employees and creating gaps in support systems. Addressing this gap requires proactive policies and a shift in workplace culture to treat grief as an essential part of employee well-being.
For leaders, this presents an opportunity. By acknowledging grief’s profound impact, we can foster greater empathy and compassion so that our team members can experience ease, comfort, belonging, and empowerment. Here are some ways to begin.
What Leaders Can Do to Support Grieving Team Members
1. Normalize Conversations About Grief
Grief is often shrouded in silence in professional settings, perpetuating stigma and isolating those who are struggling. Leaders must take the first step in breaking this silence by engaging in the following types of behavior:
- Encourage open dialogue about grief by talking about one’s own experiences, sharing resources, hosting workshops, and inviting guest speakers to discuss grieving and resilience.
- Check in on team members by initiating one-on-one conversations. Use language like, “I wanted to check in with you — how are you doing?” or “How can I support you during this difficult time?”
- Create a culture where employees feel safe discussing their challenges without fear of judgment or reprisal. For example, a manager might say, “I’m here to listen if you’re comfortable sharing how you’re feeling.” This simple invitation can make all the difference.
When conversations about grief are normalized, employees are more likely to feel seen and valued, fostering a sense of belonging even in their hardest moments.
2. Use Empathetic and Supportive Language
Words matter. When speaking with a grieving employee, it’s essential to approach the conversation with care and sensitivity. But this can be really hard to do, which is why scripting can be so helpful.
As I share in my bestselling and award-winning book We’ve Got This, scripting is the act of planning in advance — and practicing — what we want to say in tough situations, since the stress in the moment may cause us to shut down. By scripting what we want to say to a team member who is grieving, we’re better able to lead a conversation which might otherwise be challenging.
Here are some examples of language you can use to create your scripts for supporting a grieving team member:
- “I’m so sorry for your loss. Please let me know how I can support you.”
- “I can’t imagine what you’re going through, but I want you to know you’re not alone.”
- “I’m here for you and our team is here for you. You’re not alone in this experience.”
It’s worth noting that we want to avoid platitudes like “everything happens for a reason” or “time heals all wounds.” This type of language can feel dismissive because it oversimplifies the depth of someone’s pain and may inadvertently invalidate their experiences. Instead, focus on listening more than speaking, allowing the grieving person to guide the conversation. And when you do speak, offer empathetic and sincere expressions of support.
3. Be Adaptive and Flexible with Work Deliverables
Grief can affect concentration, energy levels, attendance, and overall performance, often leaving employees feeling overwhelmed by even routine tasks. Plus, a relentless focus on deadlines and performance leaves little room for slowing down, forcing grieving employees to suppress their emotions to meet expectations.
Leaders must recognize that grieving employees may need temporary adjustments to effectively handle their responsibilities. Flexibility in how work is assigned, completed, and assessed can make a significant difference in alleviating stress during such a challenging time.
By offering thoughtful accommodations and demonstrating understanding, leaders can foster a sense of psychological safety, trust, and belonging. This approach not only helps grieving employees feel valued but also ensures that their work quality does not suffer due to unrealistic expectations. (And again, this is what Shift Leadership, as mentioned above, is all about.)
Here are a few ways leaders can adapt to better support their team members during these difficult periods:
- Offer temporary adjustments to workload or deadlines. For example, a grieving employee might benefit from shifting certain responsibilities to a colleague or extending project timelines.
- Provide options for virtual work or flexible hours, allowing employees to navigate their grief without the added stress of rigid schedules.
- Encourage the use of bereavement leave and ensure policies are clearly communicated. Better yet, advocate for expanded leave options that account for the varying needs of grieving employees.
This type of adaptability signals to employees that their well-being is a priority, not just their output. Supported and valued employees are more likely to contribute meaningfully to organizational goals, creating a workplace that thrives even in challenging times.
4. Provide Ongoing Resources and Support
Grief doesn’t end after a few days or weeks. Leaders must recognize that the journey of healing is a long-term process and, given this, continue to provide support beyond the initial moment of loss. It’s not just about addressing immediate needs, but fostering a culture that consistently prioritizes employee well-being in the face of personal challenges.
The following list outlines actionable ways leaders can provide ongoing support to grieving employees:
- Partner with Employee Assistance Programs (EAPs) to offer grief counseling and mental health resources. Ensure employees know these services are available and encourage their use.
- Provide access to grief support groups or local resources, either in-person or virtually, where employees can connect with others navigating similar experiences.
- Check in regularly with grieving employees to see how they are coping. Simple gestures, like sending a thoughtful message or offering a listening ear, demonstrate ongoing care and understanding.
- Train managers to recognize signs of prolonged grief and equip them with tools to provide appropriate support. This ensures that leadership is proactive and responsive, rather than reactive, in addressing the unique needs of grieving employees.
By committing to the types of support noted in this blog, leaders can signal that their compassion relating to grief is genuine — fostering trust and creating a stronger workplace community for all. In the end, addressing grief is not just about kindness — it’s a fundamental aspect of building an organization that’s commitment to humanity, well-being, and belonging for all.
Do our words resonate with you? We would love to hear from you! Please send us a message through our Contact Us page, LinkedIn, or Instagram.
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