UNDERSTANDING THE EMPLOYEE GRIEF CYCLE IN ORGANIZATIONAL TRANSITIONS: A LEADER’S GUIDE TO SHOWING SUPPORT AND MAINTAINING ENGAGEMENT

Abstract The author (Founder and Chief Humanity Officer of Day1 Ready) notes that decisions made by executives “often trigger an unexpected phenomenon among your workforce: grief.” She points out “how to recognize the signs of transition grief, understand its progression, and implement specific leadership practices that transform potential resistance into productive engagement.” This builds upon “Elisabeth Kübler‐Ross’s foundational work on grief in her seminal book On Death and Dying to specifically identify how these stages manifest during organizational transitions.” Within the workplace/organizational setting, she provides “recognition signs” for each of Kübler‐Ross’s five stages: Stage 1. Denial Stage 2. Anger Stage 3. Bargaining Stage 4. Depression Stage 5. Acceptance. For each stage she provides foundational practices; in her words 1. Separate grief from resistance 2. Create emotional headroom 3. Maintain consistent presence 4. Model appropriate vulnerability. The author believes that navigating this terrain offers significant advantages to organizations, including, in her words: 1. Accelerate Integration 2. Talent Retention 3. Customer Continuity 4. Innovation Resilience 5. Change Capacity. Leaders can improve “transition resilience” with five steps; in her words, 1. Audit your current change communication 2. Create time and space for grief 3. Train your leadership team 4. Develop personal check‐in practices 5. Establish feedback mechanisms.