The Grief Company

Life’s journey is deeply personal, and while we may be surrounded by support, the steps forward are ours to take. Whether in our careers, personal growth or grief, we each have our own path to navigate. Surround yourself with those who uplift you, but remember that the strength to move forward comes from within. Let’s be mindful to support others on their journeys without assuming control of their steps. #selfgrowth #resilience #support #widow #widowcoach

Grief touches everyone differently, and when a colleague experiences a loss, it can be hard to know how to offer the right kind of support. Here are some key ways to navigate this delicate situation with empathy and understanding:  1. Acknowledge Their Loss   Simply expressing your condolences shows that you care. A heartfelt message like “I’m sorry for your loss” goes a long way in acknowledging their grief without imposing on their personal space.  2. Don’t Compare Losses We all mourn differently. While you may want to connect by sharing your own experiences, avoid comparing losses. Instead, briefly acknowledge your experience if it feels relevant and say, “I can’t imagine what this is like for you.” This shows empathy without diminishing their unique grief. 3. Respect Their Process  Grief has no timeline, and everyone processes it differently. Some colleagues may return to work quickly to regain a sense of normalcy, while others may need more time. Respect their choices without judgment.  4. Check In Over Time   Grief doesn’t disappear after the funeral. Make it a habit to check in over the coming months. A quick message or casual conversation can remind them that they are not forgotten as they continue their healing journey.  5. Be Mindful of Their Workload   If you notice your colleague struggling to keep up, don’t wait for them to ask for help. Collaborate with them to lighten their workload temporarily so they can focus on their well-being without the pressure of keeping up.  Let’s strive to be the kind of colleagues who offer genuine support, compassion and understanding during one of life’s toughest times. By being present and mindful, we can create a workplace that feels more like a community.  #griefsupport #workplacewellbeing #empathy #leadership #HR  

Grief is not something we leave at home—it follows us into the workplace. As managers, it’s essential to provide the right support to help employees navigate their loss while maintaining a sense of balance at work. Here are five key ways to support a grieving employee:  1. Create a Safe Space for Communication  Be proactive in opening the lines of communication. Let your employee know they can talk to you about their grief and what they need without fear of judgment.  2. Offer Flexibility  Grief impacts energy, focus and emotions. Offering flexible hours, remote work or reduced workloads can help ease the burden. Be mindful that grief ebbs and flows—it’s not a one-size-fits-all situation.  3. Educate Yourself and Your Team  Understanding grief helps managers and teams build empathy. Consider providing resources or training to ensure that the entire workplace is aware of how grief affects employees. This helps build a supportive culture where grieving employees feel understood.  4. Support Mental Health  Encourage your employee to utilize mental health resources. Make sure they know about your company’s employee assistance programs (EAP) or offer information on counseling services if needed.  5. Follow Up  Grief doesn’t have an expiration date. Make it a point to check in periodically. A simple “How are you doing?” months later can go a long way in showing continued support. By taking these steps, managers can play a pivotal role in helping their employees navigate grief and maintain their well-being. Let’s continue to create workplaces where empathy and support are foundational.  If you would like to learn more on how you can implement a grief support strategy in your workplace, feel free to reach out. I can help. #leadership #griefsupport #workplacewellbeing #thegriefcompany #hr

Exciting news! I was recently featured in CanvasRebel where I share my wild career ride—from running a company to becoming a grief coach and corporate bereavement advocate. If you're curious about my passion for empowering widows and helping companies rethink how they support grieving employees, check out the full article in the first comment. Spoiler: It involves a lot of heart, resilience, and maybe even some French bistros! #widowcoach #widowsintheworkplace #griefsupport #hr #thegriefcompany

How many days are you offering your employees to grieve? Do they need to be taken consecutively? The average number of days of bereavement PTO offered by U.S. companies is five. Do you think you could wrap up your grieving and be ready to go back to work in five days? Recently, the CEO of Johnson & Johnson, who unexpectedly lost his teenage son, discovered that the five days of PTO the company offered at the time was insufficient to complete the funeral arrangements. Ultimately, after being faced with a first-hand case study that five days was simply not enough time for people to adapt to changes in life and family circumstances of this magnitude, Johnson & Johnson increased their number of bereavement leave days from 5 to 30. Maybe it’s time to relook at your bereavement policy and the training and support you provide your managers on how to better support their bereaved employees. Reach out to me to learn what your company can do. #griefsupport #hr #thegriefcompany #employeebenefits #bereavement

Have you ever had to show up at work while your personal life was in crisis? Many of us have experienced moments when heartbreak, loss or another personal challenge collided with our professional responsibilities. Breakups, for example, can be emotionally overwhelming and can have a significant impact on an employee’s mental and physical health, often spilling over into their work. Yet, in many workplaces, discussing relationship grief can feel taboo. Employees may suffer in silence, trying to maintain a brave face while struggling with anxiety, fatigue and mood swings. As leaders, we have the power to change that. Offering support during personal crisis is not just about compassion—it’s about building a resilient workplace. Here’s how you can help: ❤️ Foster a culture of empathy – Encourage open conversations, allowing employees to feel safe discussing their struggles without fear of judgment. ❤️ Provide flexible work options – A little flexibility can give employees the time and space they need to heal while still contributing to their roles. ❤️ Leverage mental health resources – Make sure your team knows about the resources available, from counseling to employee assistance programs (EAPs). ❤️ Train managers to recognize emotional distress – Equip your leadership with the tools to respond with care when employees face personal hardships. Supporting employees through breakups, loss and other life challenges isn’t just the right thing to do—it helps create an engaged, motivated and loyal workforce. This is what The Grief Company is all about. How does your organization support employees through personal crises? #EmpathyInTheWorkplace #MentalHealthMatters #EmployeeWellbeing #griefsupport #hr

Grief doesn’t just affect our emotions—it impacts our bodies and brains too, especially in the workplace. When we’re grieving, it’s common to experience brain fog, difficulty concentrating, and even physical exhaustion. These changes can make the simplest tasks feel overwhelming, leading to decreased productivity and increased stress. It’s crucial that managers and co-workers understand these challenges and create a compassionate space for grieving employees. By fostering a supportive work environment, companies not only help bereaved employees heal, but they also create a culture of empathy that benefits everyone. When we feel understood and supported, our ability to return to full productivity and purpose is much more achievable. #GriefInTheWorkplace #CompassionAtWork #MentalHealthInTheWorkplace #griefsupport #hr

Bereavement Care in the Workplace is Changing. Is your company keeping up with the demands of the marketplace? In recent years, bereavement support has become a key focus for employers seeking to modernize their benefit offerings. An encouraging 35%* of companies have indicated that they have either enhanced their bereavement policies in the past 12 months or plan to do so in the next 12 months. This trend reflects a growing recognition of the importance of providing comprehensive support to employees during their times of loss. What's Driving the Change in Policy? Several factors are motivating organizations to rethink their approach to bereavement care: Mental Health: 64%* of companies cite the importance of mental health as a driving force behind their policy enhancements. Supporting employees’ mental well-being during bereavement is crucial for their overall recovery and productivity. Attraction and Retention: 46%* of companies are motivated by the need to attract and retain top talent. Offering robust bereavement support is increasingly seen as a valuable benefit that distinguishes progressive employers. Diversity, Equity and Inclusion (DE&I) Initiatives: 27%* of organizations are aligning their bereavement policies with DE&I initiatives. Recognizing and respecting diverse cultural practices and needs during bereavement fosters an inclusive workplace environment. The transformation of bereavement care in the workplace is a testament to the evolving understanding of employee well-being. By addressing the true needs of bereaved employees, organizations can create a supportive, compassionate and productive work environment. Has your company recently enhanced their bereavement support program? *Data from the Empathy “Moments that Matter” report. #BereavementSupport #EmployeeWellbeing #CompassionateWorkplace #griefsupport #hr

Why should companies provide a broader type of bereavement support services and grief support training to managers and employees? Supporting employees in grief is not only a compassionate approach but also beneficial for the company in several ways: Employee Well-Being. Grief can significantly impact an individual’s mental and emotional health. Providing support helps employees cope better, reducing the risk of prolonged emotional distress. Productivity and Performance**. Unresolved grief can lead to decreased concentration, productivity and overall job performance. Offering support can help employees regain focus and maintain their performance levels. Employee Retention. Demonstrating care and understanding during difficult times fosters loyalty. Employees are more likely to stay with a company that supports them through personal challenges. Workplace Morale. A supportive environment boosts overall morale. When employees see their colleagues receiving support, it creates a culture of care and empathy, enhancing team cohesion and trust. Reputation. Companies known for their supportive policies attract top talent. A reputation for compassion and understanding can make a company more appealing to potential employees. By supporting grieving employees, companies can create a more resilient, loyal and productive workforce, benefiting both the individual and the organization as a whole. Besides, it is the right thing to do.  If you would like to learn more about the training programs that I have to support your managers and employees, please reach out. #employeebenefits #griefsupport #hr #thegriefcompany #bereavement 

How many days are you offering your employees to grieve? Do they need to be taken consecutively? The average number of days of bereavement PTO offered by U.S. companies is five. Do you think you could wrap up your grieving and be ready to go back to work in five days? Recently, the CEO of Johnson & Johnson, who unexpectedly lost his teenage son, discovered that the five days of PTO the company offered at the time was insufficient to complete the funeral arrangements. Ultimately, after being faced with a first-hand case study that five days was simply not enough time for people to adapt to changes in life and family circumstances of this magnitude, Johnson & Johnson increased their number of bereavement leave days from 5 to 30. Maybe it’s time to relook at your bereavement policy and the training and support you provide your managers on how to better support their bereaved employees. Reach out to me to learn what your company can do. #griefsupport #hr #thegriefcompany #employeebenefits #bereavement