Postvention Key Lessons (CONT’D FROM PAGE 1)
was not only acceptable, but encouraged. Restore Balance And Honor The Person Who Died To help the team process their loss, Tom organized a memorial service at the company. Employees shared sto- ries about Dave—his infectious laugh, his dedication to his work, the time he stayed late to help a new hire. They created a memory wall, where people could post notes, photos, and drawings. This act of remembrance allowed employees to honor their colleague, find meaning in their grief, and begin to restore a sense of balance in the work- place. Train The Team On Postvention and Prevention Tom realized that addressing the aftermath was only part of the solution. He wanted to ensure that his com- pany would be better prepared in the future—not just to respond to tragedy, but to prevent it. He arranged for sui- cide prevention and postvention training for all staff. Em- ployees learned how to spot warning signs of depression and suicide, how to start difficult conversations, and what resources were available for those in need. They also dis- cussed how to build a workplace culture that prioritized Through these steps, Tom’s company slowly began to heal. The tragedy became a catalyst for lasting change: • Employees felt safer discussing mental health. • Conversations that once felt taboo became part of the CONTINUED ON PAGE 26 mental health and reduced stigma. Key Lessons And Lasting Change
pany-wide meeting. With a heavy heart, he spoke honestly with the staff, naming the tragedy, expressing his own sad- ness, and acknowledging the shock everyone felt. He in- vited employees to support each other, to share memories of Dave, and to reach out if they needed help. For many, it was the first time they’d seen their boss so vulnerable. Tom’s openness set the tone for honest conversation and began to break the silence that often surrounds suicide. Offer Practical Help To The Bereaved Tom and his team knew that actions spoke louder than words. They organized meals for Dave’s family, sent flow- ers, and ensured that coworkers who were close to him had flexible time off to grieve. They also provided informa- tion about local support groups and made sure everyone knew about the company’s Employee Assistance Program (EAP). By offering practical help, Tom showed his employ- ees that their well-being mattered—not just as workers, but as people. Bring Mental Health Resources To Employees Recognizing that the trauma of losing a colleague could linger, Tom invited a licensed counselor to lead a critical incident debriefing session. This gave employees a safe space to talk about their feelings and ask questions. The counselor also provided guidance on recognizing signs of distress in themselves and others, and offered strategies for coping with grief. Tom made it clear that seeking help
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June 16, 2025
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