Rising workplace depression calls for effective support system from the organizations

Rising workplace depression calls for effective support system from the organizations

Depression at workplace is a global problem. In India, 1 out of 5 employees suffer from workplace depression according to a recent survey reported by Economic Times just a few days back. According to mentalhealth.org.uk, 1 out of 6.8 people experiences workplace mental health problems. 

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The study conducted by the HR Tech Startup Hush in India reports nearly 22% of respondents felt overwork and stress are responsible for depression at the workplace. Lack of recognition and internal politics are other significant contributors.

The Anxiety and Depression Association of America states that over 16 million Americans suffer from workplace depression and a major fraction of this group are in the prime working years. [www.fastcompany.com].

1 out of 4 Americans state work as a source of anxiety. While maintaining proper work-life balance is highly acknowledged, 4 out of 5 workers report of poor work-life balance. [https://www.bustle.com]

Working with depression is almost like putting your nose to the grindstone:

More than 50% of them admitted to suffering from this condition to some extent. The absence of a proper support system at the workplace and from close circles compounds the problem.

Workplace depression is costly for the business:

According to the American Psychiatric Association Foundation, workplace depression costs employers an estimated $44 billion. Health and Safety Executive, a UK government agency in its 2017-18 report states 15.4 million working days are lost from work-related stress, depression and anxiety.

Depression at workplace can have a significant impact on employee performance. Like other disorders, it can be identified timely and reversed with a proper support system. Employers need to focus more on workplace mental health; ignoring it can be too costly.

Steps to creating an effective mental health support system:

Mentalhealth.org.uk states that improved support system in workplace can save ￡8 billion every year in the UK businesses. Standing by the employee struggling with job-related depression not only helps the organization retain its valuable asset but also sends the message about its values.

1.    Creating a supportive culture that allows employees to open up:

It is most natural for the workforce to be tight-lipped on their mental issues. They fear a serious implication in their future career growth and job security. Organizations should give a clear signal that they are concerned about employee mental health and would extend due support and not discriminate.

A supportive culture needs to be nurtured by taking the following steps:

·     Setting up clear policies ensuring their employees get the right support right away.

·     Encouraging a good relationship between managers and employees is the key to develop this culture.

·     Setting up well-organized channels where employees can voice their concerns for quick support.

·     Emphasize on key managerial behaviors to set up the right culture for the employees to open up and seek support when required.

·     Maintaining personalized communication or catching up regularly with the concerned employee.

·     Support managers to work closely with the employee(s) and develop a proactive action plan to control employee mental health issues.

2.    How to initiate a conversation about mental health?

This is not an easy task as it requires a high level of employee-manager comfort level to open a conversation. Many people take this depressive factor as a part of work and don’t feel like reaching out for help for this. The following steps can make things easier.

·     Managers maintain regular communication with their subordinates to build the comfort level.

·     At times, the boss or manager may need to take the first step and raise the discussion on this issue.

·     Starting a conversation in a positive manner. Simply asking them how they are doing. It should not be a causal approach.

·     Observing the employee’s response or reaction, the manager can willfully maintain an open communication giving a patient hearing to the issues voiced by him/her.

·     The managers also need to be confident of mental health issue to tackle this problem right away instead of bypassing the case to HR or Occupational Health department. Since a manager knows his subordinates well more than others, he would be in a better position to support his staff.

By observing special signs and behavioral changes, managers can make out whether his staff is having mental issues at the workplace or not. One should be careful to make an assumption based on certain symptoms like mood disorder, dip in productivity or performance, lack of motivation, problem in decision making, unusual tiredness and disengagement with work, increased smoking or drinking.

3.    Helping with the required support:

After establishing a free-flow communication channel with the employee, the next step is to devise supportive steps to address mental issues. There need to be clear policies about workplace adjustments, which is crucial for employee’s recovery.

Often, a change in attitude goes a long way in supporting the staff deal with workplace depression. It is also important not to discriminate these employees by micromanagement or asking to do additional tasks.

Possible workplace adjustments:

·     Arrange flexible working hours.

·     A change of workspace like a quieter space or allowing to work among others (depending on the requirement). A space with more natural daylight helps in lifting the mood.

·     Allowing working from home and at the same time keeping touch with the employee so that he doesn’t feel alienated.

·     Change in break schedules.

·     Relaxing leave period.

·     Providing support in case the employee needs some additional therapy.

·     Changing the job role.

·     Providing additional training for skill development to boost the employee’s confidence level.

4.    Managing time off sick of the employee until his comeback:

An employee may need to take some days off to recover from depression. A lot can depend on the organization’s managing capability enabling quick comeback of the employee. Organizations can take the following steps like:

·     Early detection of depression symptoms and adopt a personalized approach.

·     Remain positive and supportive throughout the process of treatment and recovery.

·     Be in regular touch with the employee when he is on sick leave.

·     Ensure that the employee is not under pressure to resume his work.

·     Mental health issues should not be considered less harmful than physical sickness. Sick leave policies should be framed accordingly.

·     On returning to the workplace, the employee should be allowed to go easy for few days.

·     Colleagues should be encouraged to extend a warm welcome and show that they are happy to have him back among them.

·     The managers should plan a low-stress work schedule. If required, a phase-wise comeback schedule can be arranged.

·     Provide on-going opportunities and monitor whether things are going well or not for the employee. Tweak the support system and arrangements if required.

While organizations are seriously considering the mental welfare of patients, creating a supportive culture demands time and cost-effective efforts. Special corporate training workshops can help in bringing out effective solutions faster. Depression at workplace needs to be addressed with empathy and support instead of overlooking or bypassing the issue.

About Author

Dr Prem is an award winning strategic leader, renowned author, publisher and highly acclaimed global speaker. Author of National Bestseller - Carve Your Life. Aside from publishing a bevy of life-improvement guides, Dr Prem runs a network of 50 niche websites that attracts millions of readers across the globe. Thus far, Dr Prem has traveled to more than 65 countries, addressed numerous international conferences and offered his expert services to more than 150 international organizations. He also owns, operates and leads a web services and technology business, supervised and managed by his eminent team. Dr Prem further takes great delight in travel photography. Please visit him at https://drprem.com/