How to Support Employees Through Grief and Loss
Grief is one of life’s most universal experiences, yet it’s often one of the hardest to talk about—especially at work. It’s natural to feel overwhelmed by waves of painful emotions like sadness, anger, or disbelief. These feelings can linger and inevitably impact our ability to focus and perform.
Over the past several months, our team has helped leaders navigate various sources of grief, including:
The death of loved ones
Divorce
Caring for ailing parents
Global crises like war or natural disasters
Election results
Chronic pain
The loss of a pet
Career changes
No matter the source, we’ve observed consistent behaviors among grieving individuals in the workplace:
Lack of focus
Withdrawal or disengagement
Low energy or fatigue
Difficulty concentrating
Mood swings
Traditional Support Falls Short
Most organizations offer some form of support, such as Employee Assistance Programs (EAP) or bereavement leave. However, there’s often a gap between what grieving employees need and what workplaces provide. For instance, while grief experts recommend up to 20 days of bereavement leave for close family losses, many organizations offer just three to four days.
So, what can leaders do to bridge this gap and better support employees overwhelmed with grief?
Four Ways to Support Employees on Their Grief Journey
Here are actionable steps leaders can take to create a compassionate workplace for grieving employees:
1. Give Employees a Choice in How to Engage
Every individual processes grief differently. Some may want to talk about their loss, finding healing in connection and acknowledgment. Others might prefer to distract themselves with work until they feel ready to open up.
As Sheryl Sandberg explained in her book Option B, being ignored after her husband’s unexpected passing made her feel invisible. She longed for people to acknowledge her loss. On the flip side, some employees may not want to revisit their grief at work. The key is to ask what feels most supportive and respect their preferences.
2. Understand That Grief Isn’t Linear
Grief doesn’t follow a predictable timeline. While Elisabeth Kübler-Ross’s five stages of grief—denial, anger, bargaining, depression, and acceptance—offer insight, they don’t necessarily happen in order. Some people skip stages entirely or cycle through them multiple times. As a leader, avoid expecting employees to “get better” on a fixed schedule. Stay connected, check in regularly, and offer flexibility when possible. A little patience and empathy can go a long way in helping them navigate their journey.
3. Support the Wider Team
Grief doesn’t just affect the individual—it can impact the whole team. Temporary workflow changes or altered dynamics may increase stress for others. Keep communication open with the entire team. Manage adjustments as smoothly as possible and check in to assess stress levels. Encouraging a culture of understanding can help the team rally together during difficult times.
4. Address Performance Issues with Care
Performance dips are a natural consequence of grief, but how you address them matters. Employees grieving are often emotionally sensitive, so it’s critical to approach these conversations with emotional intelligence.
Acknowledge their challenges with empathy before discussing performance expectations. For example:
“I know this has been an incredibly difficult time for you, and I want to make sure we’re supporting you. Let’s talk about how we can balance your needs with the team’s responsibilities.”
Work collaboratively to find solutions, whether that’s adjusting schedules, delegating tasks, or providing additional time off. These thoughtful adjustments demonstrate your organization’s commitment to supporting employees through tough times.
A Compassionate Workplace Benefits Everyone
Grief is unavoidable, but the way organizations handle it can make all the difference. By approaching grieving employees with empathy, flexibility, and a willingness to adapt, leaders not only support individuals but also foster a workplace culture of care and understanding.
Remember, grief isn’t just a personal journey—it’s a shared human experience. By leading with compassion, you create an environment where employees feel seen, valued, and supported, no matter what challenges life throws their way.
