How to talk about mental health at work?

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07/08/2023

03/08/2023

How to talk about depression in a company? Practical tips

In today’s dynamic and demanding world, health problems, both physical and mental, can affect any of us, including our co-workers. When an employee comes to us with such a sensitive issue as depression, as leaders and colleagues, the most appropriate response will be to show understanding and provide the needed support. In this article, we will learn how to properly respond to this difficult situation to help our employee during this difficult time.

Sample situation: Talking to an employee about depression

Anna, an HR employee, has just started her day at the office. Meanwhile, her phone rings and the extension number of John, one of the company’s employees, appears on the screen. Jan is a well-known and respected member of the team, always enthusiastically contributing to projects. However, today Anna notices something strange in John’s voice, it is muffled and quiet. When she answers the call, Jan asks if she can speak to her in person.

After a while, Jan appears in Anna’s office, his face sad and clearly concerned. Anna invites him to sit in the chair and expresses understanding that he might want to talk about something private. John tells us that he has been struggling with emotional problems for some time, and recently learned that he is depressed. He expresses his concern about the impact of this on his work and worries that he may have difficulty performing his duties.

Anna listens attentively, not interrupting John and showing empathy for him. He expresses understanding for the difficulties he is facing and assures him that as an HR department, he is here to support employees in difficult times. He reassures John that the information he trusts him with is confidential and that they can always work together to find solutions.

Anna encourages John to consult his situation with a doctor or mental health professional who can suggest appropriate treatment and therapy. He stresses that nowadays understanding and awareness of mental health problems is growing, with many organizations offering support in this area.

During the interview, Anna shows flexibility and understanding. The suggestion may be to adjust John’s working hours or assign him temporary lighter tasks that will allow him to focus on his health and gradually return to full productivity.

Anna informs Jana about available resources at the company, such as mental health support programs, stress management training, and the possibility of taking a day off if needed.

After a conversation with Jan and obtained agreement to provide assistance, Anna contacts the human resources department to inform them of the situation and to secure support from the organization to provide adequate resources for Jan.

Does the topic of depression come up at work?

The example of the above situation shows how important it is for the HR department to be ready to respond to sensitive topics such as depression in employees. Respecting privacy, showing empathy, and taking a flexible approach to solving problems are key elements in providing support to employees during difficult times. Caring for the mental health of our employees, we create a friendly and supportive work environment where everyone can feel accepted and protected.

Well done by Anna:

Listening and empathy: Anna demonstrated her ability to listen to John attentively and with empathy. This is very important, because a person struggling with depression needs understanding and acceptance.
Maintaining confidentiality: Anna assured John that the information he trusted her with was confidential. It’s crucial for an employee to feel comfortable talking about their problems, knowing that their privacy is respected.
Offering support: Anna stressed that the company offers mental health support, such as programs, training and flexible solutions, to help John with his situation.
Understanding the difficulties: Anna expressed understanding for Jan’s concerns about the impact of depression on work. This shows that it cares about the employee’s well-being and is willing to find solutions to help the employee recover.

Suggestions for better behavior:

Provide more active support: Anna could be more proactive in helping Jan find the right resources and specialized support. She could recommend specific mental health specialists to him or help him make an appointment.
Regular review of the situation: It is important for Anna to stay involved and contact John regularly to see how he is coping with his depression and whether he needs additional support.
Training for the team: HR staff could benefit from additional training on mental health and communication skills to better recognize and respond to situations involving depression or other health issues.

In conclusion, Anna showed understanding and empathy towards John, which is an important step in providing support to people struggling with depression. However, continuing to provide active support, incorporating other company resources and regularly monitoring the situation would help further support the employee during his difficult time.

What not to say when talking about depression

“But you look happy/hard to believe you’re depressed.”

Expansion: It may be difficult to accept, but depression is not always outwardly visible. Many people can hide their feelings, so it’s important for us to be empathetic and supportive when someone decides to share their depression with us.

“Maybe all you have to do is relax or go for a walk, it will pass.”

Extension: It is worth remembering that depression is not just simple depression or stress, which can be solved by resting or taking a walk. This is a serious mental health disorder that requires professional support and treatment. We encourage you to seek help from a specialist.

“Others have it worse than you, there is no reason for you to feel so bad.”

Expansion: Comparing someone’s suffering to others can be hurtful. Everyone experiences difficulties in their own context, and what is of little importance to one person may be very painful to another. Let’s support others without belittling their feelings.

“Depression is just an excuse to avoid responsibilities.”

Extension: Depression is an illness that significantly affects the ability to function and perform daily duties. A person suffering from depression may really need help and understanding, we should not assume in advance that this is just an excuse.

“You just have to think positively, and everything will be fine.”

Extension: Positive thinking is important, but it is not the only way to deal with depression.The process of reformulating depressive thoughts takes time, and the sufferer will not be able to cope with what he is experiencing on his own. A person suffering from depression needs comprehensive support, and we can help them by encouraging them to seek help from specialists and providing emotional support.

“You can’t be depressed, you always seemed so confident.”

Expansion: our outward appearance does not always reflect our inner emotions and mental state. Depression can affect anyone, regardless of appearing strong or confident. It’s worth listening and understanding what the other person is experiencing, rather than assuming that everything is fine. Avoid minimizing the experience of others and encourage them to seek help.

“Get a grip, it’s just a temporary sadness.”

Expansion: depression is much more than just “temporary sadness.” It’s a condition that can last a long time and requires support to recover from. Avoid minimizing the experience of others and encourage them to seek help.

“Maybe you should try a different diet, it will make you feel better.”

Extension: Diet can affect mood, but it is not the only factor affecting depression. It’s a complex mental health disorder that requires a multifaceted approach, and changing your diet isn’t always the answer. We encourage you to consult an expert.

“You’re probably exaggerating, everyone has worse days sometimes.”

EXPANSION: Depression is not just a matter of a “worse day,” but a condition that can affect quality of life and ability to function for a long time. It is worth showing understanding and willingness to support, rather than downplaying the other person’s feelings.

“You can’t be depressed because you have this and that should make you happy.”

Expansion: depression is not only related to external factors such as successes or gains. This is a serious disorder that can affect anyone, regardless of what they have achieved in life. It’s worth showing understanding and support, rather than suggesting that someone shouldn’t feel depressed about their accomplishments.

Learn how to talk about depression at work

Before we move on to how to respond to information about depression in an employee, it is worth understanding what this disease is and what its symptoms may be. Depression is an illness that can affect the mood, behavior and daily functioning of the affected person. It can manifest as feelings of sadness, hopelessness, loss of interest, fatigue or even suicidal thoughts.

Listen carefully and show empathy

When an employee decides to tell us about his or her depression, it is crucial that we take the time to listen carefully. Showing empathy is extremely important because it is accompanied by a strong feeling of understanding and support. Keep in mind that a person struggling with depression may feel tremendous apprehension about sharing his or her situation, so our positive response is key to making him or her feel accepted.

Be understanding and flexible

When an employee tells us about his or her depression, it is important for us to be understanding and attentive. Mental illnesses can affect your ability to work and perform your duties, so you may need to adjust your work hours or tasks. Let’s work with our employee to find solutions that allow them to focus on their health while performing their duties.

Maintain confidentiality

Information about an employee’s depression should be treated as confidential and trusted. Maintaining discretion is not only in line with ethical principles, but will also help build a bond of trust between us and our employee, which is crucial for his further improvement and recovery.

Encourage seeking professional help

As non-mental health professionals, we are unable to treat our employee’s depression on our own. Therefore, a key step is to encourage him to consult a professional therapist or psychologist. By providing support and at the same time emphasizing the importance of specialized assistance, we will help our employee take steps toward improvement.

Create a friendly and supportive work environment

Supporting an employee with depression doesn’t just end with the initial response. It is important to create a friendly and supportive work environment where everyone feels accepted and support is available when needed. Promoting a healthy work-life balance, organizing team-building activities and having access to psychological support are just some of the aspects we can put in place to make our company mental health friendly.

Two sides of the conversation – is it worth talking to HR about mental health?

The positive side of talking about mental health

It is a positive step when an employee decides to open up to the HR department and share information about his illness. This allows the company to respond appropriately and provide the necessary support. Early notification of illness to HR allows them to adjust work schedules, assign appropriate tasks, and find solutions that allow the employee to focus on his or her health and return to full productivity as much as possible. Being open with HR can also create an atmosphere of trust in which the employee feels supported and accepted, which in turn can help alleviate stress and anxiety associated with the disease.

The negative side of health talks

Some employees may be wary of notifying HR of their illness because of potential negative consequences, such as a lowered job evaluation, reduced chances of promotion or negative treatment from co-workers. There is also a fear of loss of privacy, as illness can be seen as a sign of weakness or emotional problems. In addition, if the HR department is not adequately prepared to respond to such situations or does not provide sufficient support, the employee may feel misunderstood and abandoned during a difficult period of illness. Therefore, it is important for HR to act in an empathetic, confidential and professional manner to help employees through this delicate process.

6 reasons why an employee should tell HR about his depression:

Adjustment of working conditions: Informing HR about the depression allows them to adjust working conditions, if necessary. This may include flexible working hours, modification of duties, or assignment of easier tasks that will allow a smoother adaptation to work during difficult times.
Support and understanding: The HR department can provide support and understanding to an employee with depression. Supporting an employee during a difficult time can help them feel more accepted and supported by the company.
Access to resources: HR can help provide access to appropriate resources, such as mental health support programs, therapy or group support. This can help the employee cope with depression and recover.
Employee safety: If depression affects your ability to do your job, HR can take appropriate action to ensure the safety of the employee and others in the workplace.
Scheduling a replacement: Informing HR about depression allows for proper planning of replacements if an employee needs time off for treatment or rest.
Compliance: Some countries have laws regarding illness and sick leave. Informing HR about the depression allows compliance with current regulations.

It is worth noting that information about an employee’s mental health should be treated confidentially and protected in accordance with data protection laws. Informing the HR department about depression can be key to providing adequate support to an employee during a difficult time and supporting his or her mental well-being.

Why don’t we want to talk about depression?

Many employees may feel reluctant to share information about their depression in the workplace for a variety of reasons. They fear that by talking openly about their emotional state, they will be understood by co-workers or superiors as not being able to cope with professional challenges. The current organizational climate may also suggest that openness about mental health issues is sometimes treated with reserve or disapproval, further discouraging people from sharing such intimate aspects of their lives. In addition, there is a fear of possible consequences in the realm of career advancement if an employee reveals his or her depression, causing many people to choose to keep their depression private.

An employee may not want to talk about depression at work for several reasons:

Fear of stigmatization: Mental illnesses, including depression, are still a taboo subject and can be fraught with negative stereotypes. An employee may fear that he or she will be disregarded, considered weak or incapable of performing his or her duties, which may negatively affect his or her career.
Reducing the chances of promotion: In many workplaces, there is competition for promotions and career advancement. An employee who fears that revealing his or her depression may influence the perception that he or she is emotionally unstable may choose to keep his or her illness a secret.
Lack of understanding: People without experience or knowledge of depression may not understand how serious and life-affecting this disorder can be. An employee who fears a lack of understanding from co-workers or superiors may prefer to keep his difficulties to himself.
Fear of losing your job: Some employees fear they may be fired or punished because of their depression. An employee may try to keep his illness a secret to avoid negative consequences in the workplace.
Privacy and Shame: People struggling with depression may feel shame or guilt about their illness. Feeling uncomfortable and unwilling to share their feelings and experiences with others, including HR personnel.
Uncertainty about how notification of illness will be received: An employee may fear that HR or the company will not respond appropriately to information about depression, which may discourage the employee from sharing the information.

It is worth noting that the decision whether to inform the workplace of one’s depression remains individual and depends on each person’s situation. It is important that the employee feels comfortable in his or her environment and has the support needed to cope with the illness, whether or not he or she chooses to share his or her situation with HR staff and colleagues.

Depression at work, or how to talk about it

When an employee gives us information about his depression, the response is crucial to his well-being and recovery. Let’s listen carefully, show empathy and use discretion. Let’s support our employee in seeking professional help and create a friendly work environment where mental health is a priority. In this way, we will not only help our employee, but also build a stronger and more understanding team.