Blog

Grief is a physical change in the brain. This matters for HR leaders and managers because grief doesn’t just affect how people feel. It affects how they think, decide, and perform. And when that’s misunderstood, organizations manage the symptoms instead of the cause. Most leaders are operating with an outdated understanding of how grief works. They, like most of us, want to do the right thing. They want to be respectful. They want work to feel supportive, not intrusive. And y

Grief is a physical change in the brain! This matters for HR leaders and managers because grief doesn’t just affect how people feel. It affects how they think, decide, and perform. And when that’s misunderstood, organizations manage the symptoms instead of the cause. Most leaders are operating with an outdated understanding of how grief works. They, like most of us, want to do the right thing. They want to be respectful. They want work to feel supportive, not intrusive. And y

Most leaders think the biggest risk after an employee death is saying the wrong thing. It’s not. The bigger risk is doing nothing while everyone waits for direction. The first 48 hours after a death are full of good intentions and bad assumptions. Leaders care. HR cares. Managers care. And still, avoidable mistakes show up again and again because grief makes everyone cautious, emotional, and unsure of the rules. Here are the most common ways organizations stumble in that wind