How to respond to a panic attack in an employee?
07/08/2023
Stress at work in an employee – how to react?
07/08/2023
Employee mental crisis – how to respond
Life in today’s working world can be stressful and demanding. Coworkers spend a lot of time together, which makes it easy to spot when one of them is experiencing mental health difficulties. When a co-worker is going through a mental health crisis, support and empathy on our part can significantly help their recovery. In this article, we will discuss how to respond to this situation in an empathetic and helpful way, while respecting the other person’s privacy and boundaries.
An example of a conversation with an employee who has a mental health crisis
Jan, a 35-year-old sales employee at the company, recently noticed that his mental health had begun to deteriorate. He increasingly felt overwhelmed by the stress of a heavy workload, as well as personal challenges. He was mentally tired, which began to affect his performance at work.
Concerned about his emotional state, Jan decided to seek help from the HR manager, Ms. Catherine. He left the sales office, shook hands with colleagues who were surprised by his visit to HR, and knocked on Ms. Catherine’s door.
“Excuse me, can I come in?” – he said quietly, still struggling with uncertainty about whether he should share his difficulties.
“Of course, Jan. Please come in.” – replied Ms. Catherine, smiling warmly. “Sit down, how can I help you?”
Jan sat down, still slightly nervous. “I wanted to talk because I’ve been feeling worse lately. I’m mentally tired, and it’s affecting my work. He doesn’t want to lose his job, so I stated that I would come to talk. He doesn’t want any problems to come out only after a while. “
Ms. Catherine nodded, giving him a look of understanding. “I understand that this is a difficult time for you. Thank you for sharing this with me. I want you to know that you can always come to me and talk about your difficulties.”
Jan was relieved to see understanding in Ms. Catherine’s eyes. He continued: “I feel that I’m having increasing difficulty concentrating, and this is taking a toll on my productivity. I would like to do something about it, but I don’t know where to start.”
Ms. Catherine replied with confidence: “It’s great that you are ready to take action. The first step may be to talk to your immediate supervisor to let him know about your observations and feelings. Together, you can find solutions to help ease your workload.”
Jan was relieved to feel support from Ms. Catherine. “Yes, you’re right. I guess I’m afraid that my current difficulties will affect my job evaluation.”
“Understandably, this is important to you. But remember that your mental health is a priority, and good support and understanding in the workplace is vital,” – replied Ms. Catherine. “If you feel you can’t cope on your own, we can always consider together the option of consulting a psychologist or therapist.”
Jan thanked him, feeling reassured and appreciated. Talking to Ms. Catherine gave him confidence and faith that his situation could improve. As he left, he saw in Ms. Catherine’s eyes a commitment to continued support, which further strengthened his feeling that he was not alone in his difficulties.
Good aspects of the mental health conversation:
- Demonstrated empathy: Ms. Catherine was an empathetic listener and showed understanding of the difficulties John was facing.
- Emphasizing support: She confirmed that she is always willing to listen and help employees with mental health issues.
- She suggested solutions: She suggested talking to John’s immediate supervisor and possibly adjusting the workstation to reduce the workload.
- She suggested consulting a professional: She mentioned the possibility of getting help from a psychologist or therapist if needed.
- Respecting privacy: She stressed that information provided by Jan will be treated confidentially.
Correct aspects:
- She encouraged the use of resources in the workplace: She pointed to the support of family, friends and other sources of positive energy that can help Jan cope with difficulties.
- Commitment to continued support: She assured Jana that she is available if support is needed in the future.
Practical advice: how to talk about mental health
- LISTEN ACTIVELY: When talking to an employee expressing mental health difficulties, listen carefully and without judging. It is advisable to stop for a while to let the employee express his feelings and thoughts.
- Show empathy: Express understanding and sympathy to an employee who shares his or her difficulties. The right words and tone can make him feel more understood and the support more valuable to him.
- Offer support: Encourage the employee to take advantage of available resources within the company, such as psychological support or mental health programs. You can also offer job customization, if possible.
- Avoid judging: Try not to judge an employee or give unwanted advice. Instead, focus on listening to and understanding his experience.
- Collaborate with other resources: If you feel that an employee’s needs exceed your expertise, collaborate with other specialists, such as a psychologist or health professionals. mental health.
- Respect privacy: Emphasize that the information provided during the interview will be treated confidentially and that the employee can feel free to share his or her difficulties.
- Monitor progress: If the employee agrees to further support, monitor his or her progress and adjust the approach if necessary to ensure optimal support.
Mental health conversations are delicate situations, so it’s important for HR professionals to be well prepared, show empathy and provide support to employees during difficult moments. By nurturing a good relationship between HR and the employee, a more supportive work environment can be created.
How should one not behave?
Example situation:
Anna, an employee of the company, decides to approach the HR manager, Mr. Mark, to share her concerns about being overloaded at work and emotional difficulties affecting her performance. She tells him that lately she has been feeling overwhelmed by her duties and very stressed. He expects understanding and support in solving this problem.
HR’s response (Mr. Mark): Mr. Marek listened to Anna, but showed no interest or empathy for her situation. Instead, he too dismissively replied:
“After all, we all work hard, it’s normal to be overtired sometimes. You just have to deal with the stress. Maybe take a vacation, it will make you better.”
Conversation Analysis:
Mr. Mark’s response was not appropriate and did not provide Anna with the support she expected. Instead, dismissive responses can exacerbate the stress and feelings of loneliness of an employee who has chosen to share his or her difficulties. Ignoring her problems and downplaying her feelings can only increase her feelings of helplessness and make it harder to find a solution.
The correct HR response:
The right approach by an HR professional (Mr. Mark) should be more empathetic and supportive. He can answer this way:
“I understand that you have been experiencing a lot of stress and overload lately. It’s very important that you talk about it and seek support. Since this is affecting your performance, we can discuss together what we can do to make you feel more comfortable at work. You may want to think about adjusting your duties or consult with your team to find a solution together. If you think it might be beneficial, we can also consider the option of taking advantage of the mental health support programs we offer for our employees. Your mental health is a priority for us, so we want you to feel that you can rely on us to find the right solutions.”
In this case, the HR professional shows understanding and offers constructive support, which allows the employee to feel understood and appreciated. This is the right approach that can help an employee cope with difficulties and improve his mental health.
Mental crisis, what do you need to know?
Before responding to a mental health crisis in a co-worker, it is important to understand that mental health can be just as important as physical health. Problems such as depression, anxiety, hyperactivity or mood disorders can affect a person’s daily functioning and introduce difficulties at work.
Observe and notice the changes
The first step is to pay attention to any behavioral changes in a co-worker. Some of the signs to watch out for are sudden mood changes, withdrawal, decreased productivity, changes in dress style or being late for meetings. Remember, however, that we are not experts in diagnosing mental health problems, so we should be sensitive in our observations.
Express your concern
If you notice signs of a mental health crisis in a co-worker, it’s worth showing support. Sometimes the simplest question, “Are you okay?” can open the door to conversation. Remember to do it in a private place so that the co-worker feels comfortable and undisturbed.
Listen carefully
When a co-worker decides to share his or her difficulties, it is important to be an active listener. Let him express his thoughts and feelings without interrupting him. Also avoid judging and giving unwanted advice. Sometimes all that is needed is an expression of understanding, such as: “I understand that this must be difficult for you.”
Offer support at work
If a co-worker agrees to support us, we can offer to help them with daily tasks at work. Sometimes delegating some tasks or taking over some responsibilities can ease the burden and help you recover.
Suggest professional help
Sometimes support from co-workers is not enough, and a person needs professional help. In such a situation, it is worth subtly suggesting that he consult a mental health expert, such as a psychologist or therapist.
Respect privacy
Let’s remember that our co-worker has the right to privacy. We should not spread his problems further or ask too personal questions. Let’s respect his boundaries and leave him available only when he feels the need to talk.
Encourage self-care
Self-care is crucial to improving mental health. Encourage your co-worker to take care of his or her needs, such as sleep, physical activity, a healthy diet and time to relax.
Mental crisis can affect anyone
When a co-worker is going through a mental health crisis, our empathy and support can be invaluable to them. Understanding, observation, support at work and subtle suggestions can help him recover. However, keep in mind that you are not an expert, so you should suggest consulting a professional. Let’s also respect his privacy and remain available only when he needs it. By taking care of each other, we create a compassionate and supportive work environment where everyone can feel safe and appreciated.