I am the Head – Generalist Human Resources personnel working in my present organization. Lately, we have been noticing too many leave applications, resignation letters and medical claim bills. The pressure to fill the gaps is high as production is getting hampered, and the organization has lost many key players.
After a couple of meetings and follow-ups with internal teams, I was shocked to find out that the employees were over-pressurized and depressed at our organization.
It was not something I expected.
How do I handle this crisis?
Yours truly
Helpless HR Professional
Dear Helpless HR Professional
Any crisis, and such as this, can be managed with careful preparation. Just as there are two sides to a coin, there are two sides to manage a crisis. One is preparation, and the other is the response.
If you foresee any crisis that is likely to occur, plan to get equipped to manage the possible catastrophic situation. You could even plan to avoid it completely. Examine the problem; prepare yourself from the responses you receive. Carry out a SWOT analysis for all the employees. The gathered responses will then pave way for solutions.
In your case, employees are going on sick leave or quitting in large numbers due to workplace depression.
Here are five simple steps to make your organization a better place to work for employees dealing with anxiety and depression disorders:
1) Be aware of the warning signs
Showing up late frequently, appearing less groomed, always tired, loss of concentration can be a few early signs of depression. Instead of assuming these as signs of slacking off, get into a conversation sensitively. Ask the concerned employee how they are feeling.
2) Don’t advise but listen
Employers are not mental health professionals, but you can be empathetic listeners. If an employee shares their distress, it may be appropriate for you to suggest that they see a counsellor or psychologist.
3) Be flexible and accommodating
Something that is blinding to the eyes is the invisible workload. Carry out a SWOT (Strength, Weaknesses, Opportunities & Threats) analysis for all the employees. The responses will pave way for solutions to build a more flexible and accommodating workplace culture. Prepare a time-table to conduct the SWOT analysis regularly.
4) Promote a stigma-free workplace
The stigma around mental illness causes many individuals to suffer in silence. The best way to show employees that their health and well-being is important is to lead by example. Create a welcoming space for employees to discuss their challenges at work.
5) Set up resources
Team huddles to catch up on everything but work, monthly webinars on depression awareness, mental health day off, on-call certified mental health counsellors etc. are a few of the many resources that organizations can invest in for helping employees deal with depression.
In the end, not dealing with or ignoring workplace depression will negatively affect your company’s profits and performance. And in the pandemic-altered workplaces, it is paramount for employers to re-evaluate and prioritise mental health wellbeing of all employees.
