Is Your Employee Suffering From Depression?

Approaching Employee Depression

Depression ranks third in the hierarchy of workplace problems. It is overshadowed only by family crisis and stress. No two employees experience depression in the same way. Symptoms vary in severity and duration in different people. In the workplace, symptoms of depression may include the following:

* Decreased productivity
* Morale problems
* Lack of cooperation
* Safety risks and/or accidents
* Absenteeism
* Assertions about always being tired
* Complaints of unexplained aches and pains
* Alcohol and drug abuse

Many depressed workers suffer unnecessarily because they feel embarrassed, fear being identified as feeble or do not recognize depression as a treatable illness. Effective protocols for depression include medication, psychotherapy or a combination of both. These treatments usually begin to relieve symptoms in a matter of weeks. Source: http://www.mmsonline.com/columns/1202man.html

Here are some things that you can do to be proactive in getting an employee back on track:

1. Confront the situation quickly. A gentle, caring and direct confrontation needs to be made. A person who the employee knows, trusts, and respects is the ideal person to make the confrontation. The designated person needs to avoid sounding at all condescending or authoritarian; but genuine concern needs to be expressed and specific behaviors need to be directly pointed out.

One way to do this is for the person doing the confronting to open with an admission of their own personal struggles, past or present, and how that affected their work behavior. Then they can point out to the depressed person that some specific behaviors have been noticed. But avoid saying anything like, “Everyone is noticing?.” The depressed person is embarrassed already and doesn’t need to think that everyone is talking about him or her.

2. Be empathic. Empathy is the mental and emotional attitude of actually entering into another person’s experience, and standing “beside” them in their feelings, rather than standing above them in pity, judgment or of being “above it all.” Empathy says, “I’ve been where you are emotionally, and I know it’s rough.” This supportive attitude helps the depressed person immensely because they will no longer feel alone in their pain.

3. Listen to their story. Every depressed person has a story that they are longing to tell, and it is a huge relief to know that someone cares to listen to their life experience. In fact, when depressed people hear themselves relating their story, they can often gain a new perspective on the situation, and sometimes they even realize a solution.

4. Provide a solution to the employee. A counselor needs to be made available at an affordable rate for that employee. There are some brief forms of therapy or counseling that are extremely effective. Cognitive therapy is the most highly respected form of brief therapy today. Medication alone is not the answer.

5. Offer practical assistance within the workplace. Maybe there are some ergonomic concerns that can be addressed; or maybe they need a little temporary assistance with their duties to get back on track. A day or two off work or temporarily reduced hours can help.

6. Follow up. An occasional friendly inquiry about how the person is doing is appreciated and helps the person feel supported. Support is key to overcoming and preventing depression.

7. Create a culture of support. Assign someone on your staff who can be trusted to listen non-judgmentally to any concern that an employee has. Very few employees would abuse such a privilege. Most people do receive fulfillment from accomplishing quality work. They just sometimes hit snags in life and need to vent.

Depression can affect a company’s productivity, morale and effectiveness. Recognizing the signs and understanding what kind of help and support can be offered will be extremely helpful for dealing with a depressed employee. A little human kindness and compassion goes a long way toward attaining your organization’s goals.
Source: http://hr.blr.com/whitepapers.aspx?id=18885

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