Leading Through Loss at Work

"What Trauma Can Look Like at Work Drawing from clinical criteria for trauma-related disorders, trauma at work can look like the following: Hyperarousal: Irritability, angry outbursts, sleep disturbance. Avoidance: Skipping meetings, withdrawing from reminders of the loss. Mood shifts: Loss of interest, detachment, persistent sadness. Intrusive reactions: Strong responses to cues that resemble the loss (anniversaries, places, tasks). Leaders sometimes misinterpret these as laziness or disengagement. In reality, they are common grief responses."

"The Three Roles of a Leader in Loss Communicator: Be clear and timely. Silence creates confusion. Share updates with sensitivity. Companion: Acknowledge pain directly. A simple "I'm so sorry for your loss" goes further than clichés. Coordinator: Provide structure-connect people to counseling, adjust workloads, and create optional rituals for closure (a moment of silence, a card, or a memorial wall)."

Grief travels with employees and affects focus, sleep, motivation, trust, performance, and retention. Unresolved grief creates measurable costs through absenteeism, turnover, and lost productivity while also eroding workplace culture. Trauma-related workplace reactions include hyperarousal, avoidance, mood shifts, and intrusive responses that leaders may misread as laziness or disengagement. Leaders should act as communicators, companions, and coordinators by offering clear updates, direct acknowledgment of pain, and practical supports such as counseling, workload adjustments, and optional rituals. Simple, specific offers of help and sincere condolences help employees feel seen and supported.

Read at Psychology Today