Supporting employees through grief and loss is one of the most challenging responsibilities of a manager. Whether it’s the death of a loved one, the end of a significant relationship, or another personal tragedy, grief can have a profound impact on an employee’s well-being, productivity, and morale.

A workplace that effectively addresses grief fosters compassion, respect, and support, helping employees transition back to work while maintaining their emotional health. This guide explores actions managers can take, ways to support grieving employees, and best practices for communicating during difficult times.

Recognizing the Impact of Grief on Employees

Grief manifests differently in each individual, but common symptoms that can affect work performance include:

• Fatigue and exhaustion – Reduced energy levels may impact productivity.
• Difficulty concentrating – Grieving employees may struggle with focus and memory.
• Increased absenteeism – Emotional distress can lead to frequent time off.
• Emotional changes – Signs of depression, irritability, anxiety, or withdrawal may emerge.
• Struggles with decision-making – Even routine tasks may feel overwhelming.

Managers must approach grieving employees with empathy, recognizing that grief does not follow a fixed timeline. Some employees may want to return to work quickly for a sense of normalcy, while others may require additional flexibility to cope.

What to Do When an Employee Experiences a Loss

Having a clear plan in place ensures that both the employee and the workplace can navigate a difficult time with care and professionalism. Kirsti A. Dyer, grief specialist, recommends the following steps:

Immediate Actions

• Contact the grieving employee as soon as possible to express your support.
• Ask what assistance they need – Do they need time off? Flexible hours? Help with their workload?
• Respect confidentiality – Do not disclose personal or medical information unless given permission.
• Determine what information can be shared with colleagues to prevent unnecessary speculation.
• Acknowledge the loss appropriately – A simple message or gesture can provide comfort.

Managing Workflow Adjustments

• Temporarily reassign tasks if the employee is unable to perform at their usual level.
• Recognize that grief affects productivity – Be patient and adjust expectations.
• Appreciate colleagues who step in to help by acknowledging their support.

By handling the situation sensitively and proactively, you help the employee feel supported while also ensuring that workplace operations continue smoothly.

How to Support a Grieving Employee

Managers play a key role in creating a supportive work environment that allows grieving employees to recover emotionally and maintain workplace connections.

Practical Ways to Show Support

• Check-in regularly – A simple "How are you doing?" shows genuine care.
• Listen actively – Be present and receptive if the employee wants to talk.
• Offer flexibility – Adjust work hours or allow remote work when possible.
• Send a thoughtful gesture – A handwritten note, flowers, or a card from the team can provide comfort.
• Attend the funeral or memorial service – If appropriate, send a company representative to show support.

Creating a Compassionate Work Culture

• Encourage colleagues to be understanding – Ensure the team is aware of the situation and can offer support.
• Allow time for adjustment – Understand that grief does not disappear after a few days.
• Promote Employee Assistance Programs (EAPs) – Provide access to grief counseling or mental health resources.

Supporting grieving employees strengthens workplace morale and trust, reinforcing that employees are valued not just for their work but as individuals.

Effective Communication with Grieving Employees

Conversations about grief can feel uncomfortable, but avoiding or minimizing the topic can make employees feel isolated. Dr. Mark Dombeck, a clinical psychologist, offers key principles for compassionate communication with grieving employees.

1. Reach Out Proactively

Many people hesitate to approach a grieving coworker, assuming they need space or will ask for help if needed. However, grief can be overwhelming, and employees may struggle to articulate their needs.

Instead of saying,
"Let me know if there’s anything I can do,"
try offering specific assistance, such as:

• "Would you like me to temporarily reassign some of your tasks?"
• "Would it help to have flexible hours for a while?"

2. Avoid Minimizing the Loss

Common phrases such as "They lived a good life" or "It’s probably for the best" may unintentionally invalidate the employee’s grief.

Instead, acknowledge their pain by saying:

• "I’m so sorry for your loss."
• "I can’t imagine what you’re going through, but I’m here to support you."

3. Be a Good Listener

You don’t need to offer solutions or find the perfect words—simply being present is one of the most meaningful forms of support.

• Let the employee take the lead in the conversation.
• Avoid forcing discussions about their loss—some may prefer to keep conversations work-related.
• Don’t compare experiences unless the employee welcomes sharing.

4. Mention the Deceased When Appropriate

Many people avoid mentioning a deceased loved one, fearing it will cause more pain. However, acknowledging the loss can be comforting.

Instead of avoiding the topic, you can say:

• "I remember you mentioning how much your father loved fishing. That must be a tough loss."
• "I know how close you were to your sister—please let me know if there’s anything I can do to help."

Treating the employee as normally as possible while still recognizing their grief fosters a supportive yet professional environment.

Balancing Compassion and Workplace Needs

While managers must provide support and flexibility, it’s also important to maintain workplace functionality.

Key Strategies for a Balanced Approach:

• Encourage gradual reintegration – Allow employees to resume work at their own pace.
• Check-in periodically – Grief is ongoing, and support may be needed weeks or months later.
• Recognize signs of prolonged distress – If an employee struggles with severe depression or inability to function, encourage professional counseling.

By balancing empathy with workplace structure, managers can support grieving employees effectively while maintaining team productivity.

Final Thoughts: Leading with Empathy in Difficult Times

Grief is a deeply personal experience, and there is no one-size-fits-all approach. However, a workplace that fosters compassion, flexibility, and understanding helps employees navigate their grief without fear of judgment or job insecurity.

Key Takeaways:

• Reach out early and offer specific support.
• Be patient and allow time for adjustment.
• Use thoughtful communication to acknowledge their loss.
• Provide flexibility, but maintain structured support.
• Encourage access to grief resources or Employee Assistance Programs.

By handling grief with care and professionalism, managers create a work environment that values well-being, fostering loyalty, trust, and long-term workplace resilience.