When the COVID-19 crisis first erupted, organizations across the world were plunged into such uncertainty it was hard for many to know whether they would emerge intact. Now, though the road ahead remains difficult, leaders are shifting from whether they can return to how to do so.

Leaders are also having to manage waves of unfore­seen crises, including the recent protests in the United States and elsewhere. These events can take as much of a toll on workers’ productivity and mental health as radical, rapid changes in the workplace. Employees will have to confront cycles of disruption and adaptation, driven both by pandemic-related health reasons and new business imperatives, ranging from reorganizations to further reductions in workforces or furloughs.

This engage and strengthen overall connections with employees. Recognizing and addressing the core human emotions of grief, loss, and anxiety in the workplace is a chance to rebuild organizational health, productivity, and talent retention. It provides a historic opportunity to overcome the stigma of mental and emotional health as taboo topics for workplace discussion, especially the feelings of isolation and shame that are attached to job losses and other employment casualties.

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