Elizabeth Kübler-Ross is widely recognized as the pioneer of our modern understanding of grief. Her five-stage model (denial, anger, bargaining, depression, and acceptance) was originally developed to describe the emotional journey of individuals facing their own death. Over time, these stages have been adapted to help explain the grief experienced by those dealing with various forms of loss.
But grief is not limited to death and dying alone. American thanatologist Cole Imperi introduced the concept of Shadowloss™, a psychological tool used to describe “a type of loss that has a multi-faceted impact on not only the life of an individual, but also the social network in that person’s life.”
Shadowloss™ can include experiences such as divorce, infertility, a medical diagnosis, and job loss.
Job loss, perhaps the most common form of loss within organizations, is far more complex than the simple termination of an employment relationship. In the workplace, this means the ripple effects of a termination extend far beyond the person being let go.
For the individual, job loss can trigger grief over:
- Relationships with colleagues and leaders
- Routine and stability
- Financial security
- Sense of purpose
- Confidence and self-worth
And for the organization, the departure of a team member can leave remaining employees feeling shocked, fearful, or saddened – especially if the termination was unexpected or poorly communicated.
So how can organizations respond with empathy and strategy when dealing with terminations, layoffs or restructuring?
- Pre-Termination Planning & Coaching: Thoughtful planning helps ensure a respectful exit and prepares leaders to communicate clearly and compassionately with the broader team.
- Hold Space for Remaining Employees: Acknowledge the emotional impact on the team. Create opportunities for open dialogue and offer reassurance about the future where possible.
- Offer Career Transition Support: Providing outplacement services or career coaching helps the terminated employee regain confidence, navigate their next steps, and maintain a positive relationship with the organization.
- Strengthen Grief Awareness: Move beyond the concept of job loss and examine how your organization addresses grief holistically – through policies, systems, and cultural practices.
Grief literacy is a vital skill for HR professionals and leaders. By recognizing the emotional layers of job loss and responding with care, organizations can foster resilience, trust, and humanity in the face of challenging times and change.
