When Tragedy Walks Through the Lobby: What Leaders Can Learn From the Midtown Manhattan Shooting

Jul 30
3 min read

*"In moments like these, leadership isn't about the title on your door - It's about the tone you set, the space you create, and the humanity you bring to work." April Simpkins*

It started in the building lobby, a space designed for routine, just a pass-through on the way to somewhere else, and in seconds was transformed into a scene of trauma and heartbreak by a gunman.

For employees, clients, and visitors, returning to that building now means more than just showing up for work. It means navigating trauma, anxiety, and grief while trying to function professionally. For HR professionals and leaders, moments like these call for more than business continuity plans or return-to-work protocols. They demand compassion, clarity, and action.

Here are five key steps that leaders and HR teams can take to support their people after a tragedy.

1. Acknowledge the Unthinkable, Out Loud

When something traumatic happens, silence can feel like abandonment. Even well-meaning efforts to "give people space" can come across as avoidance. Employees need to hear that you see them, hear them, and are thinking about their well-being.

Say this: "We're heartbroken by what happened. We know this has affected many of you in visible and invisible ways. We're here to support you through it."
Avoid this: "Let's just try to return to normal."Because normal has changed, and pretending otherwise adds insult to injury.

2. Bring in the Experts, Then Step Aside

This is not the time for DIY wellness strategies. Connect employees with licensed trauma therapists, grief counselors, and, if appropriate, local law enforcement representatives who can address lingering safety concerns.

You are not expected to have all the answers, but you are expected to bring in the people who do.

Do this:- Host optional trauma debrief sessions with professionals.- Partner with your EAP to provide one-on-one support.- Offer sessions at multiple times of day to accommodate schedules.
Don't do this: Rely solely on internal wellness or HR staff to manage the emotional aftermath. It's too big, and it's not their role to process collective trauma alone.

3. Be Transparent Even When You Don't Have All the Answers

Employees will have questions. Were there red flags? Is the building safe now? You may not have complete information. But you can offer honesty and updates about what you know, what you're doing, and when you'll communicate again.

Say this: "The investigation is ongoing, and we're working closely with authorities. In the meantime, we've increased on-site security and will share more details as they become available."
Avoid this: Speculation or withholding information "until we know more "often fills that vacuum with fear or misinformation.

4. Prepare Managers to Lead with Empathy, Not Just Agendas

Your people leaders are on the front lines of employee conversations and need support, too. Give them talking points, signs of trauma to watch for, and permission to be human in their leadership.

Offer this:

A manager toolkit with:

- Sample team meeting scripts

- Warning signs of acute stress

- Escalation protocols

Don't do this: Expect managers to "carry on as usual." Many of them are affected too and unprepared to navigate post-trauma conversations without guidance.

5. Give People Options Because Control Is a Form of Healing

For many, just walking into the building again will trigger memories of what happened. Empower employees to choose what works best: remote work, adjusted hours, or delayed return.

Say this: "If returning to the office feels difficult, talk with HR. We'll work together to find a plan that supports your safety and well-being."
Avoid this: Mandating an immediate return or dismissing people's anxiety as irrational. Fear after trauma is rational, and honoring it helps people heal.

This Isn't Just a Crisis Response. It's Culture.

How you respond now will echo long after the headlines fade. Will employees remember a workplace that pushes forward without pause? Or one that pauses, looks around, and makes room for human suffering? Trauma doesn't clock out at 5 p.m., and neither should empathy. Let's lead accordingly.