From Grief to Grace: Building More Empathetic Workplaces
by Miriam Hanna, Director
A few weeks ago, I shared a personal reflection on LinkedIn about navigating grief while maintaining a professional life. The response was truly touching. So many people reached out - some to say thank you, others to share their own experiences, and many simply to acknowledge that these conversations matter.
What stood out most was this: grief, stress, and personal hardship are everywhere - but they’re not always visible. We often carry heavy things quietly, especially at work.
So I wanted to follow up with something practical. If we accept that life doesn't pause for work (and vice versa), then how can we build working environments that are more compassionate - without losing pace, ambition, or professionalism?
Here are five reflections, shaped by my own experience, that might help teams and leaders foster more empathetic workplaces:
You Don’t Need to “Perform Fine”
Creating a culture where people feel safe saying, “It’s been a tough week” - without pressure to overshare - can be powerful. It sends a message that being human is accepted, not hidden. Leaders can model this by occasionally sharing when they’re having an off day. It opens the door for others to feel less alone.
Grief (and Stress) Doesn’t Work 9 to 5
Loss, burnout, and emotional fatigue don’t respect working hours. They surface unexpectedly - in a meeting, on the commute, or mid-presentation.
Normalise flexibility. A quick “take the time you need” or a delayed deadline can make a big difference in someone’s week.
We Never Truly Know What Others Are Carrying
Not everyone will feel comfortable opening up - and that’s okay. But we can still act with kindness and consideration, knowing we might not have the full picture.
Assume the best. Give people the benefit of the doubt. Patience is a form of professionalism too.
Compassionate Interactions Are Impactful
Small moments of support - an understanding message, a check-in, or an adjusted expectation - can carry someone through a dark week. I’ll never forget the colleagues who offered me that kind of grace.
Make kindness a norm, not an exception. Reward empathy as much as you reward output.
Our Bodies Often Know Before We Do
One of the most important lessons I’ve learned is to listen to my body. When we push through relentlessly, it takes a toll.
Encourage your team to take breaks, use their leave, and set boundaries. Rest isn’t a reward - it’s a requirement.
The Bottom Line
We talk a lot about high-performing cultures. But the best-performing teams I’ve seen are also the most human. They understand that empathy isn’t soft - it’s strategic. It builds trust, resilience, and loyalty.
I’m grateful to everyone who responded to that original post. If you read it, shared it, or reached out privately - thank you. Your words reminded me that vulnerability can be a bridge, not a barrier.
Let’s keep building workplaces where people can be both brilliant and human - because they shouldn’t have to choose.
MadlinHanna Consulting is a recruitment consultancy specialising in public affairs, corporate communications and financial PR. Contact us in London on +44 (0) 20 8088 4102 or in Brussels on +32 (0) 2 586 38 98 for more information or a confidential conversation about these services and more.