Grief is a universal experience that, while painful, has the potential to shape individuals in profound ways. It is an emotional journey most people will face at some point in their lives, and for those who can access the right tools and resources, it can even lead to personal and professional growth. Yet, the modern workplace often remains ill-equipped to support employees during these challenging times, leaving many to navigate their grief in isolation.
“Here’s the truth: if people are given tools, support and resources to work through their loss, process it in a therapeutic way, and even use it as a catalyst for personal growth, then they can emerge as dynamite new stars in the workforce,” says Melissa Saleh, lawyer and serial entrepreneur. “The ability to be resilient after trauma and loss is one of the greatest indicators of grit, which is one of the greatest indicators of high performance among individuals.”
Saleh’s insights draw from her own deeply personal experiences. After losing her daughter at birth, she endured months of trauma therapy and grief counseling. The journey was excruciating but transformative.
“After losing my daughter at birth, I endured months of trauma therapy and grief counseling. It was the hardest period of my life, but it transformed me. I took risks, made bold decisions, and overcame doubts that once held me back,” she shares.
Grief can act as a conduit for resilience and growth. For many, coming out of the other side of grief can foster a newfound strength and clarity. However, these outcomes often hinge on having access to adequate support systems—a need that many workplaces fail to address.
Saleh points to a glaring gap in workplace culture: the lack of preparedness for addressing grief and trauma in employees’ lives.
“The modern workforce is woefully unprepared for traumatic losses in the lives of workers, despite the fact that such losses are inevitable at some point in most of our lives,” she explains. “For women starting families, rising rates of miscarriage and stillbirth since 2021 create a no-win scenario: disclose the loss and risk career setbacks, or stay silent and endure alone.”
Her words highlight an urgent issue: while grief is a deeply personal journey, it is one that inevitably intersects with professional lives. For employees grappling with losses such as stillbirth or miscarriage, the stakes are particularly high. Many face a difficult choice—be open about their grief and risk being sidelined at work, or remain silent and deal with the pain alone. This dilemma is compounded by outdated workplace policies and stigmas that leave little room for acknowledging and processing grief.
The rise in stillbirths and miscarriages since 2021 has brought these issues into sharper focus. For working women, the intersection of personal loss and professional obligations has become an even more precarious balancing act. The lack of systemic support exacerbates their struggles, often leaving them feeling alienated and undervalued.
Saleh’s experiences and insights call for a reevaluation of workplace policies and cultures. The onus is on companies to create environments that not only acknowledge grief but also provide meaningful support. From flexible leave policies to counseling services and open conversations about loss, there are tangible steps that organizations can take to better support their employees.
When workplaces prioritize resilience-building and provide the necessary tools for employees to process their grief, they not only foster a more compassionate culture but also unlock the potential for high performance. Grief, while devastating, can lead to remarkable personal growth when individuals are equipped with the right resources. Saleh’s journey stands as a testament to this potential—and as a challenge to employers to do better.
Ultimately, Saleh’s message is clear: grief is an inevitable part of life, and workplaces must be ready to meet it with empathy and actionable support. By doing so, companies can help transform moments of personal tragedy into opportunities for growth, resilience, and, ultimately, a stronger and more dynamic workforce.