Highlights
- A culture of empathy in the workplace is built through everyday actions, not just during times of crisis.
- Managers can learn how to respond with greater understanding when employees are facing difficult circumstances.
- Service offers organizations a meaningful way to honor the spirit of unity that followed September 11.
- Emergency preparedness is another way employers can demonstrate that employee well-being matters.
A workplace culture of empathy is especially meaningful when difficult events remind us how much we depend on one another.
September 11, 2026 marked 25 years since the terrorist attacks that took nearly 3,000 lives and forever changed our country. Alongside the tremendous loss, many people also remember something extraordinary about the days and weeks that followed: a powerful sense of unity.
Strangers helped strangers. Communities rallied around those who were hurting. People paid closer attention to one another. Division seemed to vanish.
It shouldn’t take a national tragedy to remind us to care about the people around us. As an employer, you have an opportunity to foster that same spirit of compassion and support in your workplace every day. Here are four ways to put that idea into practice.
1. Make empathy part of your workplace culture.
Telling employees that your organization cares is easy. Building a culture in which they can actually feel it takes intention.
Managers play an important role. Training can help them become better at understanding employee needs and recognizing when someone may need support while dealing with grief, a family crisis, or another difficult situation. Sometimes the first step is simply listening rather than immediately trying to solve the problem.
Leaders should also consider whether workplace practices reinforce the culture they want to create. Is there flexibility when an employee is going through a difficult time? Do managers know what resources are available? Do employees feel comfortable asking for help?
Empathy doesn’t mean abandoning workplace expectations. It means recognizing when someone may need understanding, flexibility, or support and responding in a way that shows you value them as well as the work they do.
2. Turn remembrance into action.
The September 11th National Day of Service and Remembrance encourages Americans to honor those who were lost by serving others. Employers can bring that spirit into the workplace by giving employees an opportunity to make a difference together.
Consider organizing a volunteer project, joining an existing community effort, or supporting an employee-led service activity. The experience can honor the meaning of the day while giving coworkers a chance to connect outside their usual roles.
Service shouldn’t be limited to September 11th, either. You might choose a cause that matters to your employees and create opportunities to support it together.
The goal isn’t simply to commemorate the date. It’s to carry forward the unity and concern for others that so many Americans demonstrated in its aftermath.
3. Put people at the center of workplace preparedness.
The events of September 11th also raise an important question for employers: If an emergency happened at our workplace, would everyone know what to do?
Effective communication in the workplace becomes especially important during a crisis situation, when employees need clear, timely information about what to do and where to go. Plans should also account for those who may need additional assistance during an emergency.
A plan sitting in your handbook isn’t enough. Periodic reviews and drills can help people understand their roles before an emergency occurs.
Preparedness may not be the first thing that comes to mind when we talk about empathy, but helping people feel informed and protected is one way to demonstrate that their safety matters.
4. Build connections before people need them.
One of the most powerful memories of the days after September 11th is how people came together. In the workplace, a similar sense of connection is easier to draw upon during difficult times when relationships have already been built.
You can create opportunities for employees to get to know colleagues beyond their immediate job responsibilities. Mentoring, volunteer activities, employee-led groups, team lunches, and shared community projects can all help build stronger relationships across your workplace.
But connection also happens in much smaller ways. A manager who notices that someone seems overwhelmed and checks in can make a difference. So can a coworker who offers help when another person is having a difficult day.
Those everyday interactions help create a culture of mutual support that’s already in place when difficult circumstances arise.
Remembering September 11th means honoring tremendous loss, courage, and sacrifice. It should also mean holding onto the compassion and unity that emerged during an extraordinarily difficult time.
FAQs
1. Why does empathy matter in the workplace?
Empathy helps people feel heard and respected. It can also help managers respond more thoughtfully when an employee is dealing with circumstances that may affect their work, while still maintaining appropriate workplace expectations.
2. Can managers be trained to be more compassionate?
Leadership with empathy can be learned.Training can strengthen listening and communication skills, recognize situations that call for additional support, and understand available workplace resources. It can also help them distinguish between being compassionate and making promises or decisions that fall outside their authority.
3. How can employers acknowledge 9/11 respectfully at work?
There is no single approach that fits every organization. Employers might observe a moment of silence, share information about the National Day of Service and Remembrance, offer a volunteer opportunity, or provide employees with resources for learning more about the events and their impact. Participation in commemorative activities should be handled thoughtfully and respectfully.
4. What if employees have different reactions to the anniversary of September 11?
Experiences and connections to September 11th vary widely. Some employees may have lost someone, lived or worked near an attack site, served as first responders or members of the military, or have other deeply personal connections. Others may have been children or not yet born in 2001. Employers can acknowledge those differences without assuming how anyone should feel about the anniversary.
5. How can an employer tell whether its culture is genuinely supportive?
Look beyond mission statements and stated values. Consider what happens when an employee actually needs help. How do managers respond? Do employees know where to find resources? Are people comfortable raising concerns? The answers can reveal whether support is part of the organization’s everyday culture or primarily something it talks about.
The unity Americans experienced after September 11th showed what can happen when people recognize their shared humanity. Twenty-five years later, you can honor that lesson by creating a workplace where compassion and support aren’t reserved for extraordinary circumstances.
Building a workplace culture of empathy takes more than good intentions. The HR Team, a Ravix Group company, can help you put the policies, training, and HR practices in place to support your employees through everyday challenges and difficult times. Contact us to learn how we can help you create a stronger, more supportive workplace.
