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GRIEF READY LEADERSHIP
just died.
Someone on your team
Does your manager know what to say?
An employee returns to work carrying grief or a colleague's desk sits empty.
Your leaders are without a roadmap.
We make sure they know exactly what to do.
LEADERSHIP TRAINING | KEYNOTE SPEAKER | HR STRATEGIST | AUTHOR
THE PROBLEM
Thinking "No News Is Good
News" Is Costing Your
Company More Than You Think
Every year, employees return to work after losing a spouse, a sibling, a parent, a child — carrying grief that doesn't stop at the office door. And every year, a colleague dies, leaving a team without a roadmap for what comes next.
Most managers don't ignore it. They simply assume time is doing the work so they don't have to. HR doesn't have a framework. Managers don't get guidance. And everyone assumes that because no one is complaining, everyone is fine.
They're not.
Teams fracture quietly. Your best employees leave — not because the job wasn't right, but because the company failed to show it cared during one of the hardest moments of their lives. When people watch an organization go silent in the face of grief, they remember. And they go somewhere that won't.
This is not a wellness problem. It is a leadership problem. And it starts with HR.
WHO WE ARE
We don't just teach this,
we've lived it.
Workplace Grief was founded by Kim Hamer, a leadership trainer, keynote speaker, executive coach, published author, and career HR professional who is also a widow.
After losing her husband to Stage IV cancer while raising three children, Kim watched organizations either step up or fall completely short when grief entered the building. She saw disengaged teams, frustrated managers, and grieving employees who returned to work and felt invisible. She saw colleagues quietly leave because the silence said everything.
She built Workplace Grief so no organization has to face that moment without a plan.
Today our team includes certified grief coaches, experienced trainers, and HR strategists, all working toward one goal: making sure your people are supported and your organization stays strong.
OUR FRAMEWORKS
Two Situations.
Two Protocols.
One Complete System.
Every organization will face these two scenarios.
Most will face them without a plan.
WHEN AN EMPLOYEE RETURNS TO WORK
The Return Protocol
When a grieving employee returns, the risk isn't just losing them. It's the erosion of trust, engagement, and productivity that ripples through the entire team. Our phase-by-phase protocol gives HR and managers the structure to handle it right so your people feel supported, and your organization stays productive.
WHEN AN EMPLOYEE DIES
The Loss Response Protocol
An employee has died. Their team is waiting for you.
Everyone is in shock. They are waiting for the company to honor this loss, and they are met with silence. That silence is not indifference, but it reads that way. Humans on your team are watching how you respond, and they will draw their own conclusions.
Bringing in a counselor helps, but it is not the response they are waiting for. They are waiting for HR and their manager to do something.
The Loss Response Protocol gives you and your HR team that something. It offers a clear path from the moment an employee dies through the months that follow, including the questions that come after: what happens to their work, how the team honors them, and how everyone gets back to the job.
Grief is predictable. Your response should be too.
"Grief does not go away. But with the right support, it doesn't have to destroy a team either."
Three Ways We Work With
Organizations
Whether you need us on the stage, in the room, or in your leaders' pockets
we meet you where the need is.
FOR HR AND LEADERSHIP
When an Employee Dies
The Loss Response Protocol
Almost 90% of managers misread grief as a performance problem. The result: the revenue impact gets blamed on individual performance or the market, and the loss is never named as the cause. The Loss Response Protocol gives leadership teams the capability to catch this every time it happens.
ADVISORY: Work directly with Kim. Custom protocols available for complex situations.
PLATFORM — Self-guided, lower cost.
Join the waitlist (in development)
FOR HR AND LEADERSHIP
When a Grieving Employee Returns
The Return Protocol
Almost 90% of managers misread grief as a performance problem. When an employee returns, the manager is left guessing, and the team is watching how it's handled: get it wrong, and trust erodes across the whole group, not just for the person who came back. The Return Protocol gives managers the capability to catch this every time it happens."
ADVISORY: Work directly with Kim. Custom protocols available for complex situations.
PLATFORM — Self-guided, lower cost.
Join the waitlist (in development)