Depression affects people in many different ways. When one of your employees is suffering emotionally, energy and productivity may lag significantly. One employee's negative mood may even hinder the work of others. Here are the top 10 ways to combat the problem of a depressed employee
1. Encourage depressed employees to continue working. Laughter is not the only best medicine - participation and a feeling of accomplishment can work wonders in a person's mood. Your job may not always be fun, but if you've ever been absent against your will for a long period of time, your self-esteem very likely suffered a blow. Productivity helps us feel like contributing members of society. It gives us a purpose in life! Severe depression frequently leads to interruptions in routine and causes its victims to disconnect from others. The obligation of employment helps depressed workers maintain structure in their lives and does not allow them to distance themselves from human contact. Depression might make it hard for employees to motivate themselves to show up at work, but maintaining their careers will pave the road to recovery in the long run.
2. Don't ignore the signs of depression, but react with care and sensitivity. If an employee appears to be melancholy or irritable, you may be tempted to think, "It's none of my business" and simply give the unpleasant person a wide berth. If such behavior persists, don't just ignore it! The mental well-being of your employees IS your business, for both your company's sake and the recovery of the depressed individual. Symptoms of depression, such as lack of concentration, tardiness, sleep deprivation, listlessness or irritation aren't fun for anybody! When approaching an employee who is obviously suffering emotionally, be sure not to attack or criticize. Don't berate the depressed person for "slacking off" - if you are not satisfied with the job performance of your workers, use sensitivity to coax them into talking about what's bothering them. Make sure they know that you honestly care about how they feel, and that you are willing to do whatever it takes to help them on the road to recovery. Depressed or not, your employees are valuable to both you and the organisation!
3. Listen. Sometimes, people just need to discuss their situation with a sympathetic listener. Supervisors, managers and employers are not mental health professionals and should not attempt to take on this role, but this doesn't mean that they can't listen. If an employee shares their distress it may be appropriate to suggest that they see a counselor or psychologist. However it is also possible that a little bit of extra flexibility in the workplace during a difficult period is all that is required.
4. Be accommodating towards employees seeking mental health care. Every employer wants their workers to be happy and productive, but what if you must make sacrifices to allow an employee to get help? Do it - you will find that some flexibility now will be well worth your trouble in the long run! Suffering workers may benefit immensely from ongoing treatment for their depression. If it is necessary to adjust your employees' work schedule to allow them time for therapeutic sessions or general recovery, you should be understanding and accommodating. It is in your best interest to keep the people in your organization performing at peak health and productivity levels, and if you work with your employees to help them succeed, they will repay you tenfold in loyalty and dedication.
5. Offer modified duties. Most people will recover from depression, but in the meantime they may not have the same capacity as when they are completely well. It's important for employers to recognize that depression isn't just about mood - it can impact memory and other cognitive abilities as well. Just as an employee with a broken arm might be temporarily unable to operate heavy machinery, so an employee with depression might not be quite as quick on their (mental) feet as they have been in the past. In some cases, modified duties may make it easier for the worker to stay where they belong: in the workplace. As always, modified duties are best determined collaboratively, in consultation with both the employee and a health professional.
1. Encourage depressed employees to continue working. Laughter is not the only best medicine - participation and a feeling of accomplishment can work wonders in a person's mood. Your job may not always be fun, but if you've ever been absent against your will for a long period of time, your self-esteem very likely suffered a blow. Productivity helps us feel like contributing members of society. It gives us a purpose in life! Severe depression frequently leads to interruptions in routine and causes its victims to disconnect from others. The obligation of employment helps depressed workers maintain structure in their lives and does not allow them to distance themselves from human contact. Depression might make it hard for employees to motivate themselves to show up at work, but maintaining their careers will pave the road to recovery in the long run.
2. Don't ignore the signs of depression, but react with care and sensitivity. If an employee appears to be melancholy or irritable, you may be tempted to think, "It's none of my business" and simply give the unpleasant person a wide berth. If such behavior persists, don't just ignore it! The mental well-being of your employees IS your business, for both your company's sake and the recovery of the depressed individual. Symptoms of depression, such as lack of concentration, tardiness, sleep deprivation, listlessness or irritation aren't fun for anybody! When approaching an employee who is obviously suffering emotionally, be sure not to attack or criticize. Don't berate the depressed person for "slacking off" - if you are not satisfied with the job performance of your workers, use sensitivity to coax them into talking about what's bothering them. Make sure they know that you honestly care about how they feel, and that you are willing to do whatever it takes to help them on the road to recovery. Depressed or not, your employees are valuable to both you and the organisation!
3. Listen. Sometimes, people just need to discuss their situation with a sympathetic listener. Supervisors, managers and employers are not mental health professionals and should not attempt to take on this role, but this doesn't mean that they can't listen. If an employee shares their distress it may be appropriate to suggest that they see a counselor or psychologist. However it is also possible that a little bit of extra flexibility in the workplace during a difficult period is all that is required.
4. Be accommodating towards employees seeking mental health care. Every employer wants their workers to be happy and productive, but what if you must make sacrifices to allow an employee to get help? Do it - you will find that some flexibility now will be well worth your trouble in the long run! Suffering workers may benefit immensely from ongoing treatment for their depression. If it is necessary to adjust your employees' work schedule to allow them time for therapeutic sessions or general recovery, you should be understanding and accommodating. It is in your best interest to keep the people in your organization performing at peak health and productivity levels, and if you work with your employees to help them succeed, they will repay you tenfold in loyalty and dedication.
5. Offer modified duties. Most people will recover from depression, but in the meantime they may not have the same capacity as when they are completely well. It's important for employers to recognize that depression isn't just about mood - it can impact memory and other cognitive abilities as well. Just as an employee with a broken arm might be temporarily unable to operate heavy machinery, so an employee with depression might not be quite as quick on their (mental) feet as they have been in the past. In some cases, modified duties may make it easier for the worker to stay where they belong: in the workplace. As always, modified duties are best determined collaboratively, in consultation with both the employee and a health professional.
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