Guest: Jill Santercier, CoFounder @ Simply Human
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Jill covered a ton in a short amount of time! Here’s the TLDW; (or you could just hit play!)

Revamping Bereavement Policies for Real Impact
Remove rigid time limits and relationship definitions—allow employees the flexibility to grieve at their own pace and in their own way. This reduces stress and supports long-term well-being.

Align policies with company values, enabling leadership to make compassionate decisions, fostering trust and respect across the organization.

‍Leading with Compassion, Not Just Rules
Train managers to recognize grief’s impact and respond with empathy, not just rules. Equip them to understand and act on the complexity of loss.

Give managers the authority to provide immediate support, whether that’s extra time off, flexible work, or emotional check-ins, strengthening team connections.

‍Preparing for Grief Before It Strikes
Offer anticipatory grief resources to support employees before, during, and after a loss, reducing workplace disruption and making employees feel seen.

Provide flexible work options that support both the immediate aftermath and ongoing emotional needs, ensuring employees feel safe and valued.

‍Making the Case for Policy Change
Use data and real employee stories to build a compelling business case for updating bereavement policies, creating a human-centered narrative.

Tie policies to core company values like empathy and inclusion, showing leadership is committed to supporting employees as people, not just workers.

‍Creating a Culture of Compassion
Provide grieving employees with practical support like checklists, flexible schedules, and resources for managing emotional and logistical burdens.

Build a culture of empathy by training leadership to check in with grieving employees regularly, offering not just time off but also emotional and organizational support.