Is Your Employee Depressed? Here Are 5 Ways For You To Help:

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. Keep them in the workforce. It's not just apples that keep the doctor away - a dose of workforce participation helps too. However much we might complain about it at times, if you've ever had a period of enforced absence from work you'll know that employment is good for your self esteem. Work helps us feel like productive members of society. It also gives us a reason to get out of bed in the morning! Work gives our days, weeks and years structure and fosters social interactions - and these are things that depression can undermine. Contrary to how depression might make an individual feel about heading into the factory or office, work is actually one of the best medicines around.

2. Be aware of the warning signs - and intervene sensitively. It can be easy for employers to perceive symptoms of depression as 'slacking off,' or 'disinterest in being here'. But if a previously pleasant and enthusiastic worker starts showing up late, looking more tired and less well-groomed than they used to, snapping at coworkers and finding it difficult to concentrate, the reason might be depression. Instead of immediately disciplining workers who fit this profile, ask them how they're going. Let them know that the organization values their contribution and wants them to stay healthy and perform productively.

3. Listen when your employees wish to open up about their depression. No, you probably have not studied psychology, but it doesn't take a doctorate degree to lend a sympathetic ear to a suffering co-worker. Let your workers know that you understand what they are going through. Make yourself available whenever they feel the need to talk ... but, in cases of severe depression, you shouldn't hesitate to suggest that your employees also seek out professional medical help (if they haven't already). Be a good listener, but never give the impression that you are qualified to replace a therapist or other trained medical professional. You don't carry a prescription pad, right? Be there when an employee needs help getting through the work day, but know your own limits.

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. Modify your expectations. Depression is a treatable illness, but workers currently in crisis may not be operating at the same capacity they exhibit during times of wellness. Don't forget that your employees cannot control the side effects of depression. Cognitive abilities may suffer and memory loss is also very common in depressed individuals. You wouldn't expect an employee with a broken leg to carry a heavy object across the room, right? In the same manner, depressed employees may not work as quickly or pay the same attention to detail that they once could. Sometimes it may help to reduce or modify certain duties to ensure that your employees will continue to thrive in the workplace. Don't make these decisions alone, however. Be respectful of your workers' needs and desires, and consult with them and/or their mental health care professionals before instigating changes to their job descriptions.

by: Matthieu MacLeod.

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