Facing grief or loss in a team is always very difficult. Colleagues develop deep connections, and these connections are clearly visible in the best teams we find [both in sport and in organizations].
When it happens, employees will seek support, tranquility and guidance. Whether it is tragic or the result of an organizational change, there will be a need to “talk about it”. As a leader, show a willingness to talk [in person or remotely] and explain in detail what is happening and what will happen in the future. This will be the digital equivalent of an “open door” policy.
It is important to signal that we understand the loss of the team and that we are there to help them get through it. Giving space to overcome the moment, but also recognizing that work can provide a welcome feeling of stability and continuity, without letting it be an escape or a mean for denial.
Employees can behave "out of their natural way" while dealing with the loss. As a leader, it is important to be supportive and not to judge, giving time and space, but ensuring that the commitment to the organization and colleagues cannot be affected.
It will always be necessary for the team to adjust. Make yourself available to support, assisting in the execution or delegation of tasks to other colleagues or teams, providing extra administrative support and relaxing schedules whenever possible. Occasional follow-up outside the work cycle can also be valuable. It shows team members that they are aware of what they are going through, allowing them to find moments of reconnection and reinforcement of the feeling of belonging, integrating change as the new reality.
We know there are no irreplaceable ones, but there is a talent that we would never want to lose, especially talent like Quintana and many other anonymous equally brilliant people.