Supporting a Grieving Team Member: A Practice Manager’s Guide

Leadership isn’t about having all the right words – it’s about showing up in the right ways.

Vet med is an emotionally demanding profession, even on the best of days. 

When a team member is grieving the loss of a loved one, a beloved pet, a pregnancy, or another deeply personal tragedy, returning to work can feel overwhelming.

As a practice manager, you may feel pressure to know exactly what to say or do. 

The truth is…

You don’t have to fix someone’s grief.

You simply have to create an environment where they don’t have to carry it alone.

Here are a few ways to support a grieving employee while also balancing the realities of running a busy veterinary practice. 

Start With Compassion, Not Assumptions

No two people grieve the same way.

Some employees may want to talk while others may prefer privacy.Some may seem “back to normal” within a few days while others may struggle for months.

Avoid assuming you know what they need based on how they appear. 

Instead, ask simple, open-ended questions like: 

• “How are you doing today?”
• “Is there anything that would make this week a little easier?”

Sometimes, simply asking communicates more care than trying to find the perfect words. 

Recognize That Returning to Work Doesn’t Mean They’re Okay

Many employees return because they need to. 

They may still be: 

• Exhausted
• Distracted
• Emotionally overwhelmed
• Struggling to concentrate

Grief doesn’t disappear when someone clocks in. 

Being patient with that reality can make a significant difference. 

Offer Flexibility Where You Can

While every clinic has staffing needs, even small accommodations can help.

Examples might include: 

• A lighter appointment schedule for a few days
• Fewer emotionally demanding tasks when possible
• Flexibility with break times
• Allowing them to step away briefly if emotions become overwhelming

Small adjustments can help employees feel supported without disrupting clinic operations. 

Check In Beyond the First Week

One of the hardest parts of grief is what happens after everyone else moves on.

The sympathy cards stop.People stop asking.Life continues. But the grief is still there.

A quick check-in two weeks or even two months later can mean more than you realize. 

Sometimes just hearing “I’ve been thinking about you” is enough. 

Support the Team, Too

Grief rarely affects just one person. 

Coworkers may also be feeling:

• Unsure what to say
• Worried about saying the wrong thing
• Emotionally affected themselves

Encourage kindness.Model empathy. 

Remind the team that support doesn’t require perfect words. It simply requires compassion. 

Don’t Expect Productivity to Look the Same Immediately

Even your strongest employees may need time. 

Grief affects:

• Concentration
• Memory
• Decision-making
• Emotional energy

If performance temporarily looks different, approach it with curiosity rather than criticism.

Ask “How can I help?” before assuming a lack of effort. 

Remember That Vet Med Can Intensify Grief

Working in a profession centered around illness, loss, and compassion means grief doesn’t stay neatly separated from work.

For someone navigating a personal loss, euthanasias, emotional client conversations, or difficult cases may hit differently than they did before. 

Being aware of this doesn’t mean shielding someone from every difficult case. 

It means recognizing that certain days may simply be harder than others. 

Create a Culture Where People Feel Safe Asking for Help

The best support doesn’t begin when someone experiences a loss. It begins long before that.  

It begins long before that.  

When clinics build cultures rooted in trust, empathy, and open communication, employees are far more likely to speak up when they’re struggling. 

That benefits not only the individual – but the entire team. 

Leadership is Often Remembered in Difficult Moments

Employees may not remember every staff meeting or policy update. 

But they often remember how leadership treated them during one of the hardest seasons of their life. 

A little flexibility. A thoughtful check-in.A willingness to listen. 

Those moments stay with people. 

Final Thoughts

Grief has no timeline. It doesn’t follow a schedule.And it certainly doesn’t disappear when someone returns to work.

As a practice manager, you don’t need to have all the answers.You don’t need the perfect speech.You simply need to lead with compassion.

Because sometimes the most meaningful thing a leader can do isn’t solving the problem…it’s making sure their employee knows they don’t have to face it alone. 

And in a profession built on caring for others, that may be one of the most important forms of leadership there is.