THE PARABLE OF TOM AND THE COMPANY THAT CHOSE COMPASSION— KEY LESSONS AND LASTING CHANGES WHEN LOSING A CO-WORKER


By Frank King


Tom had always considered himself a good boss. He ran a mid-sized company that prided itself on a close-knit team and a culture of hard work. Birthdays were celebrated, milestones acknowledged, and Tom liked to think he knew his employees well. But one Monday morning, Tom received news that would shatter his world and change his understanding of leadership forever: Dave, a longtime employee, had died by suicide over the weekend.


Te shock rippled through the company like a silent earthquake. Some employees wept openly; others grew quiet and withdrawn. Rumors and questions swirled — “Did anyone know he was struggling?” “Could we have done something?” Tom himself felt lost, unsure how to lead his team through such a tragedy. His first instinct was to keep things quiet, hoping to avoid discomfort or gossip. But as he watched his staff struggle with shock, guilt, and grief, Tom realized that silence only deepened the pain and stigma.


He knew he had to do something different. He reached out to a trusted HR professional and learned about the concept of “postvention”—the actions taken after a suicide to support those affected and prevent further harm. Tom quickly gathered his leadership team, and together, they made a plan that would become a turning point for the entire company.


Acknowledge the Loss Openly and


Compassionately Te first step was to address the loss head-on. Tom called a company-wide meeting. With a heavy heart, he spoke honestly with the staff, naming the tragedy, expressing his own sadness, and acknowledging the shock everyone felt. He invited 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. Tey organized meals for Dave’s family, sent flowers, and ensured that coworkers who were close to him had flexible time off to grieve. Tey also provided information about local support groups and made sure everyone knew about the company’s Employee Assistance Program (EAP). By offering practical help, Tom showed his employees 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. Tis gave employees a safe space to talk about their feelings and ask questions. Te 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 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 stories about Dave—his infectious laugh, his dedication to his work, the time he stayed late to help a new hire. Tey created a memory wall, where people could post notes, photos, and drawings. Tis act of remembrance allowed employees to honor their colleague, find meaning in their grief, and begin to restore a sense of balance in the workplace.


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 company would be better prepared in the future—not just to respond to tragedy, but to prevent it. He arranged for suicide prevention and postvention training for all staff. Employees learned how to spot warning signs of depression and suicide, how to start difficult conversations, and what resources were available for those in need. Tey also discussed how to build a workplace culture that prioritized mental health and reduced stigma.


66 TPI Turf News September/October 2025


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