Creating a Culture of Shared Support

Empowering managers to lead with empathy during times of collective grief

There’s no easy way to say it: recent events in Minneapolis have landed hard on communities and workplaces. The fatal shootings during federal immigration enforcement operations in January left people shocked, grieving, and grappling with fear, anger, confusion, and a sense of instability that doesn’t just stay in Minnesota streets; it shows up in Zoom calls and lunchroom chats around the country.

A supportive office setting where colleagues offer comfort and assistance during a stressful moment.

If you’re reading this as a leader, an HR pro, a people manager or a business owner, your instinct might be to stick to business as usual, reassure folks that work continues, and brush everything else aside so we can “stay productive.” It’s tempting but it’s also tone deaf. People don’t leave their humanity at the door just because it’s Monday morning.

Here’s how to actually show up in a way that feels real, compassionate and effective.

1. Acknowledge the Hurt, Don’t Ignore It

You don’t need to have all the answers. What you do need is to acknowledge that something heavy is happening and it’s affecting people in different ways. A brief message from leadership that names the event—without jargon, without platitudes—signals to employees that you see them, you’re aware, and you’re not pretending nothing happened.

Something like:

“We know recent events in Minneapolis are painful and unsettling for many. We’re here for all of you who are processing this, and we want you to know we care about your wellbeing.”

Simple. Human. Honest.

2. Create Space for Emotional Processing

People carry trauma differently: some will want to talk, others will retreat, others will show up in unexpected ways at work. Offer space without forcing participation. A few practical options include:

• A voluntary listening session with a trained facilitator

• Peer support circles where employees can just be heard

• Quiet time guidelines so people can take a moment without judgment

You’re not solving the world’s pain. You’re giving people permission to sit with their feelings and not feel alone while they do it.

3. Lean on Professional Resources

You don’t have to be a therapist to help, but you do have a responsibility to provide access to support. Re-share Employee Assistance Program details, remind folks how to book with mental health professionals, and consider bringing in specialists who can lead resilience workshops or trauma-informed discussions. Evidence shows that early support helps people feel safer and reduces long-term stress reactions.

This isn’t fluff. People who are grieving or shaken bring that with them. Work isn’t a vacuum.

4. Trust Managers to Be Human

Front-line supervisors are going to be the ones employees come to. Equip those managers with simple talking points, coaching on empathetic listening, and clear guidance on when to escalate support requests to HR or EAP providers. A manager who knows how to say “I hear you, and here’s what we can do together” is worth their weight in gold.

5. Follow Through with Flexible Support

People’s needs will evolve over time. Some might want a few hours off; others might ask for adjusted deadlines or remote work for a bit. Flexibility isn’t favoring someone, it’s recognizing life happens alongside work. Be intentional about policies that allow people to care for themselves without penalty.

6. Communicate Regularly and Respectfully

Don’t drop one acknowledgment and vanish. Update your team on available resources, remind them you’re listening, and invite feedback about how the company can better help. Transparency and consistency here builds psychological safety.

The Big Picture

We know workplaces aren’t separate from society. Events like the Minneapolis shootings, and the public debates and unrest that followed, don’t stay outside of the office walls. People are talking about what they’re seeing in the news, they’re sharing worry with loved ones, they’re trying to make sense of injustice and trauma while juggling deadlines and deliverables.

Supporting employees in difficult times isn’t just the right thing to do, it’s essential to sustaining trust, loyalty, and resilience in your culture. When leaders respond with empathy and substance, teams don’t just survive hard moments, they grow more connected, more committed and more trusting of leadership.

It’s messy and imperfect and it matters. As HR pros, we’re not here to fix society, but we are here to take care of people, and that means showing up with heart when it counts.

If you want help crafting communications, training managers or building trauma-informed support programs, reach out. This isn’t a one-size fits all, it's about your people and your culture.