A study from last year, highlighted by the BBC, found that depression was globally the second most common cause of incapacity for work, immediately after back pain. Health care authorities worldwide have been talking about the increase in the number of people suffering from depression as a global pandemic. Mental health should therefore be of interest to every employer. A key role in this respect is played by managers and colleagues of employees who are struggling with mental illnesses.
The issue of mental illnesses at the workplace is still rather heavily stigmatised, which is why most employees thus affected do not speak about their problem. If you are aware of or suspect that a subordinate or a colleague of yours is suffering from depression, you should know how to deal with them appropriately. The following practical recommendations appeared on the HR Review website.
How to offer support
- Employees suffering from depression have doubts about their own worth. You should, therefore, openly tell them they are important for your team and company.
- Make it clear you understand the severity of depression and the need for treatment. Encourage a depressed employee who has not yet visited a doctor to do so.
- Show empathy by stating you will try your best to understand the problem. Do not claim to understand it if you have not suffered from it yourself.
- Provide hope. An employee suffering from depression needs to hear (s)he can handle the situation.
- If you are a manager, offer help through your corporate assistance programme by recommending a doctor or reshaping the work schedule.
What not to say
Beware of statements that do not help even if they are well-meant. These include e.g.:
"Stop feeling sorry for yourself."
"Depression is only a state of mind."
"Try not to be so depressed."
"You have to want it and it will get better."
"I know how you feel. I have recently experienced an unpleasant situation myself."
How to evaluate performance
If you suspect the performance of a subordinate is being influenced by their poor psychological state, talk about it. But do not start the conversation by saying the person concerned should seek treatment for depression. Begin by describing their hitherto good performance and the changes in behaviour causing the decline. Ask what is going on.
If the employee confides in you that they are fighting depression, or if you strongly suspect they have a mental problem, offer help and support. If they do not admit to such a problem and their performance continues to decline, treat them as you would any other employee. It is important for your staff to know that you want to help.
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