Depression in the Workplace:
It's Not Just About Having a Bad Day
We all have stressful days at work…days when we feel as though we haven't accomplished our goals…when we're overwhelmed by a seemingly never-ending workload, or when we just can't get motivated. The following morning will usually bring a renewed sense of vitality and commitment, and the hopelessness will wane. But, for nearly three million Canadians and more than 19 million American adults (12.4 million women and 6.4 million men or 9.5% of the total population), feelings of hopelessness, guilt and emotional turmoil represent so much more than a passing case of the blues.
Depression becomes an illness when feelings of disappointment, worthlessness, self-blame, sadness and an inability to cope with everyday stressors become persistent, interfering with one's social life and ability to function at work. Although there is no single cause of depression, tragic or life-altering events, a biochemical imbalance in the brain, or psychological factors may make some people more prone than others to react with a clinical depression. As many individuals who suffer from depression can trace a family history with the disorder, there may also be a genetic link.
According to the Canadian Association of Mental Health, depressive illnesses most often affect people in their prime working years, between the ages of 24 and 44. In fact, a publication of the Harvard School of Public Health on behalf of the World Health Organization and the World Bank, cited major depression to be the leading cause of disability in the U.S. and worldwide.
No one particular job type is untouched by the effects of depression, and the illness is unrelated to gender, income level and social status. Even top-performing employees will experience dramatic work habit changes when experiencing a depressive illness. Eventually, if left untreated, depression reduces productivity, increases absenteeism, and can even lead to alcoholism and drug abuse in an attempt to numb the pain. Depression can last for months or even years, and the person can become so withdrawn they simply can't get out of bed. The good news is, that with professional treatment, more than 80% of people living with a clinical depression will recover and return to a healthy state.
As an employer or manager, how can you help to identify depression in the workplace, and what part can you play in providing the necessary support for your employee?
- Most importantly, remember that as a supervisor, you are not qualified to diagnose depression. But you can be aware. Obviously, you can't make a judgment about the state of an employee's mental health based on one 'bad day'. However, prolonged lack of interest, irritability, poor performance or missed work, can indicate a depressive illness. Here are common symptoms to watch for:
Personal changes
» Irritability/hostility
»
Withdrawal from, or extreme dependence,
on others
»
Hopelessness/despair
»
Slowness of speech
»
Chronic fatigue
»
Alcohol/drug abuse
Workplace changes
»
Difficulty in making decisions
»
Decreased productivity
»
Inability to concentrate
»
Decline in dependability
»
Unusual increase in errors in work
»
Being prone to accidents
»
Frequent tardiness, increased "sick" days
»
Lack of enthusiasm for work
- Approach the employee confidentially and in a safe, comfortable environment to discuss observable behavioural changes or declining performance. Respect his or her privacy, and commit to confidentiality. Simply initiating the conversation and showing your concern may be the motivator the employee needs to speak about it honestly for the first time or to seek help.
The National Institute of Mental Health provides the following as an example of how a supervisor can approach an employee when the business makes available an employee assistance program: "I'm concerned that recently you've been late to work often and aren't meeting your performance objectives... I'd like to see you get back on track. I don't know whether this is the case for you, but if personal issues are affecting your work, you can speak confidentially to one of our employee assistance counsellors. The service was set up to help employees. Our conversation today and appointments with the counsellor will be kept confidential. Whether or not you contact this service, you will still be expected to meet your performance goals."
-
If the employee admits to feeling unable to perform, hopeless and uninterested, recommend a visit to their medical doctor. Do not provide advice or counsel. If five or more of the symptoms of depression persist for more than two weeks, or are interfering with work or family life, a thorough diagnosis is needed. This should include a complete physical checkup and history of family health problems as well as an evaluation of possible symptoms of depression.
- Be supportive. Give your employee the space they need to address the issue. If possible, allow for a condensed work-week or flexible hours of work so he/she can access the services needed.
- Take threats seriously. Although people living with a depressive illness will rarely, if ever, hurt others, do take their comments seriously if they say things such as "life is not worth living" or "people would be better off without me". Immediately call a local mental health organization, Employee Assistance Program counsellor or other specialist, and seek advice on how to handle the situation.
What can you do if you're a senior-level manager or HR professional in a large-sized organization, and you simply cannot maintain a close relationship with every employee?
- Educate people managers. People managers can be your first line of defense in identifying depressive illness. As those responsible for monitoring the activities and goal-achievement of their departments, people supervisors are in a prime position to recognize dramatic changes in employee performance. Host an information/training session with all people managers to help them understand depression, and to become sensitive to the symptoms and steps to take.
- Eliminate the stigma of mental illness through information. Often, people living with a depressive illness feel isolated and ashamed. They don't want to admit they're suffering, and believe they should be able to 'lick it' with a little willpower, vitamins and exercise. This is typically not the case. As an employer, providing accurate information about mental illness is a step in the right direction. As May 2 to 8 is an annual Mental Health Week, take the opportunity to use that as a springboard and make information and resources available as a table-top display in a lunchroom or common area. Then, introduce stress relief as a lighter side - invite a massage therapist in for the day; give away stress balls to all employees, start a lunchtime walking group, etc.
- Host a speakers bureau. Locate a mental illness support organization in your area, and ask them to recommend a speaker. Get the message out to employees over coffee, allowing them to hear firsthand the effects of depression, and how seeking help is the best thing to do.
- Provide an employee assistance program. Employee Assistance Programs are professional, confidential resources that typically include anytime access to qualified counsellors capable of recognizing depression, providing professional advice, or referring to an appropriate community resource. Not only does an EAP help to reduce costs associated with lost productivity and absenteeism, it can increase employee loyalty and enrich a company benefit plan in a competitive employment market.
To access a variety of informative reports on mental illness and the status of mental health among Canadians, visit the Research Reports section of the Canadian Mental Health Association website:
http://www.cmha.ca/bins/content_page.asp?cid=5-34&lang=1
Did you know?
Canadians are more uncomfortable today than in 1992 in letting others know when they are receiving treatment or counselling for depression. According to the 2001 Canadian Mental Health Survey, Canadians seem less likely than they did in 1992 to want their bosses or friends to know about depression counselling - bosses: 42% versus 49% in 1992, and friends: 50% versus 70% in 1992.
The unemployment rate of persons with serious mental illness has been commonly reported to range from 70-90%, depending on the severity of the disability. Sadly, productive work has been identified as a leading ingredient in positive
mental health.
Sources:
1. National Institute of Mental Health. The Effects of Depression in the Workplace. © 2001-2003
2. National Institute of Mental Health. The Invisible Disease: Depression. © 2001-2003
3. National Institute of Mental Health. What to Do When an Employee is Depressed: A Guide for Supervisors. © 2001-2003
4. www.cmha.ca (Canadian Mental Health Association) Depression.
5. www.cmha.ca (Canadian Mental Health Association) Employment and Mental Illness.
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