Top Five Ways To Deal With Employee Depression

When you see typically energetic employees begin working at a sluggish pace

, do you assume that they have suddenly become lazy sloths? Don't rule out the idea that your workers may be suffering from depression or another emotionally crippling illness. Fortunately, mental sicknesses are just as treatable as physical ones - it just takes time and a little bit of understanding from people like you. Here are the top 10 ways to assist an employee who is suffering from depression:

1. Help employees to continue working, no matter what. Never underestimate the healing powers of productivity and stability. Depressed employees may feel too emotionally drained to show up for work, so it's up to you to encourage your workers not to disconnect from the life routines that will keep them grounded during their period of illness. The worst thing depressed people can do to hinder their own recovery is to withdraw from the activities that once brought them happiness, satisfaction and a purpose for living. Make sure your employees know that they are welcome and needed at work, despite their sometimes sad demeanors!

2. Intervene when you notice signs of depression, but do so with sensitivity. From an employer's perspective, depressed workers may appear not to care about their jobs, or may give an impressive of careless performance or "slacking off". There are many signs that employees may be suffering from depression, especially if they begin to exhibit behavior that is unusual for them. Some indications of depression include unexpected instances of irritability, tardiness, difficulty concentrating, signs of sleep deprivation and a less well-groomed appearance. Don't get angry and lash out if you notice these "symptoms", but instead gently encourage your employees to talk to you about anything that may be troubling them. Be sure your workers know that they are valued for their skills and contributions. Assure them that their superiors are concerned about their mental well-being and that assisting them to succeed in the workplace will prove beneficial to everyone.

3. Listen. Sometimes, people just need to discuss their situation with a sympathetic listener. Supervisors, managers and employers are not mental health professionals and should not attempt to take on this role, but this doesn't mean that they can't listen. If an employee shares their distress it may be appropriate to suggest that they see a counselor or psychologist. However it is also possible that a little bit of extra flexibility in the workplace during a difficult period is all that is required.

4. Make allowances and help your employees help themselves. Depression is a real disease, and suffering employees may very likely require ongoing treatment, just as if their illnesses were physical. You can help by being sympathetic to these needs and flexible with your employee's schedule. If necessary, it may even be appropriate to cut back on a depressed individual's hours or work days to ease the debilitating depression. The more stressed employees feel, the less productive they will be. If you make it difficult for depressed employees to receive necessary treatment, your company may suffer in the long run. It's better to have a happy and hardworking employee for three days a week than a lackluster one for five! If you offer your assistance in making employees' lives easier, chances are they will repay you by becoming an even greater asset to your organization.

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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