Gain insight into diverse forms of grief and identify employees who may be susceptible to them. This includes individuals from countries affected by war or political upheaval, women facing pregnancy loss, and both men and women grappling with the aftermath of suicide. Actively engage with these employees to offer support. It’s crucial to recognize that grief extends beyond death, encompassing experiences like divorce and illness. Failing to acknowledge these alternative forms of grief can result in inadequate support for those navigating non-death-related losses.
Promote awareness
Initiate conversations about grief and normalize its presence in the workplace. Recognize that grief is not a linear process with a fixed start and end date. It manifests diversely, encompassing emotions such as anger, guilt, and numbness. Since grief is an ongoing experience, avoid assuming that a single offer of support suffices. Neglecting ongoing support may leave grieving individuals feeling isolated, impacting their productivity and overall well-being. 
Enhance managerial and HR skills
As managers and leaders, it’s essential to model how to discuss and manage grief in the workplace. Foster an environment where employees feel secure, knowing that their grief is acknowledged, respected, and valued. Encourage open dialogues surrounding grief and hold meetings to outline steps for supporting grieving employees. This may involve creating peer support groups, organizing well-being team-building activities, designating a trained individual for confidential grief support, providing professional development training, or establishing a space in the workspace for contemplation or prayer.
Create a supportive space
Allocate time for conversations on both individual and collective grief, allowing employees to discuss the impact of global events, losses in the community, and shared grief experiences. This dedicated space provides an opportunity for healing and connection among team members.