Karen Meager and John McLachlan, co-founders of Monkey Puzzle Training, discuss how employers can spot signs of depression within their workforce.
With one in four people experiencing some kind of mental health issue throughout their lives, it is probable that one of your staff members will be affected.
As a good manager, it has become an essential skill to be able to identify and provide support when someone is experiencing such issues such as depression.
Leading a productive and functional team is key for a successful business, so here we look into exactly when and how you can help to support your staff and enable them to thrive.
Spotting someone with depression
It can be hard to spot someone struggling with mental health issues as they may still come into work, unlike someone suffering from a physical ailment such as an infection or stomach bug. The key to spotting potential issues in the workplace is to look for prolonged changes in a person’s normal behaviour.
The clinical timeframe for measuring this is around three weeks. Below is a list of key symptoms to look out for, but keep in mind that this is a framework to measure against normal behaviour. If someone is generally acting this way, they may possibly be in the wrong job rather than depressed.
- Difficulties in maintaining an appropriate working state. This could become apparent from tears and a low mood, or increased expressions of anger and irritation.
- Increased difficulties in general working relationships such as trouble communicating clearly or being assertive in certain situations.
- Avoidance of face to face contact or missing meetings.
- Increased levels of procrastination, a fall in productivity or poor work results.
- A general low or apathetic mood which affects motivation.
In order to approach the situation sensitively, it is best not to decide and diagnose a person’s mental state yourself. It can be helpful to approach a person privately and explain the behaviours you have observed then ask for their take on things. In a non-judgmental way you could give examples of things you have noticed such as low mood or missed work deadlines, and in turn allow the person to explain their side of things.
Although you should be generally approachable as a manager, it is your role to direct the person towards the right form of help, rather than becoming a form of counsellor yourself. Talking about mental health can be a sensitive issue and you may feel like it is intrusive to enquire, or worry that the response may be emotional and you won’t know how to best deal with it. Instead, think of yourself as a knowledgeable guide to direct them to the correct form of expert help.
Signposting for support
Become aware of the different forms of help available to your staff so you have the answers when required. Some organisations will have private healthcare, which will allow a route to access professional therapists. Staff members may feel worried about the confidentiality of this route through HR, so you should usually be able to inform them that these services are confidential and won’t show up on their employment record.
If this is not possible, then the next step is to direct them to their GP. Encourage them to make an appointment, as a GP should be the first port of call for any physical or mental health issue. They will have the professional knowledge to aid the person, and they will be able to discuss options such as medication or the NHS counselling service. Suffering from a mental health issue shouldn’t be seen as any less serious than a physical issue in the workplace, so empathetic encouragement to seek professional help should be part of your skill set as a leader.
Creating a healthy work environment
Team morale can be affected by staff members experiencing depression and low moods. In order to keep a productive and thriving environment, it is important to keep the work place safe, secure and functioning well. An unhealthy work environment with a continual high-stress atmosphere can help to breed and spread mental health issues amongst staff as they are on a constant high alert for threats.
As a leader, you can set clear boundaries on the types of behaviours that won’t be tolerated, such as bullying or aggressive and passive aggressive actions. In addition, you should make sure that as a leader you have the right training and skills to deal with difficult situations, so your team can work with the confidence that you are behind them every step of the way. Not only is this a responsibility of a good, supportive manager, but it also ensures an efficient route to business productivity and success.
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