The National Institute of Mental Health also reports that about 1 in 5 adults are living with mental illness. Unfortunately, because of stigma, many people who may be in distress do not speak up or seek help. And the financial costs of stress for companies are well documented.
With this kind of prevalence, it’s clear that every manager probably has encountered the effects of a mental health issue in the workplace. But what’s not always so clear is how managers can best support employees in managing their mental health issues or how to address various challenges and resulting workplace situations that may arise.
Here are a few tips for managers to help them understand and how to manage issues that may arise in the workplace while maintaining professional boundaries:
- Many factors contribute to our mental health.
Mental health problems do not just arise out of one thing; there are many contributing factors, and the cause of mental disorders is not fully known. Factors can include our genetics, brain chemistry, personal history, life experiences such as exposure to trauma and physical or psychological abuse, events such as a divorce, job loss, or loss of a loved one, as well as a family history of mental health or substance misuse problems. Even societal factors like discrimination and current events like the Covid-19 pandemic can contribute to someone experiencing symptoms of mental health distress or make it much harder for one to manage an existing but treatable condition.
- Mental health doesn’t just impact the way a person thinks.
Many people assume mental health only affects a person’s thoughts. It also influences a person’s perceptions about themselves and others, how they perceive situations as well as the choices they make, and how they respond to a given situation. It can impact a person’s physical health as well.
- Mental health emergencies may occur in the workplace.
A mental health emergency in the workplace could look like an employee being visibly upset (yelling, crying, shaking), being under the influence of alcohol or drugs, talking about or making threats of suicide, or threatening violence against others. It’s important to note here that the vast majority of individuals with mental health conditions are not violent and do not pose any threat to others.
Guidelines for talking about mental health concerns with employees
Here are some guidelines to keep in mind when speaking with an employee about sensitive mental health issues in your workplace.
- First, choose an appropriate place and time, somewhere quiet with no interruptions if possible.
- Share your impression of what you have seen or heard. Give factual descriptions of what you witnessed. Then let the employee explain in his or her own words how their mental health concern manifests and triggers.
- Listen and support your employee.
- Stay focused on the work issue you have seen/heard and what is expected of someone in their position.
- Refer to your Employee Assistance Program- informally or formally. Based on the nature of what is shared, you may want to offer something other than the EAP for help or make a formal referral.
- Develop an action plan with your employee and set up a follow-up meeting. Work with your employee to adjust or make changes that will help them to do their job better.
- Get guidance from your Human Resources consultant, especially if the employee is asking for reasonable accommodations.
- Besides your Human Resources consultant, keep in mind that you may very well have another invaluable resource in situations like this- a behavioral health professional at your Employee Assistance Program. You may seek out their guidance and support for yourself as a manager through your EAP. Call your EAP anytime to discuss your concerns and how to handle this type of situation.
