Depression in the Workplace: Management Techniques for Workers and Supervisors

Depression in the Workplace: Management Techniques for Workers and Supervisors - By Barbara E. Rohde, L.C.S.W., M.B.A., Smooth Sailing, Summer 1999.

Clinical depression is experienced by more than 19 million Americans every year. In the workplace, despite the vast number of people affected, depression too often remains a highly guarded secret among those who have it and a poorly understood or unrecognized issue among management. As a result, valuable human resources are wasted, productivity and morale are lowered, and costs related to employee turnover are increased. Although the past two decades have seen significant progress in the destigmatization of mental health, much more work is needed, in both biochemical research and education; the image of depression must be changed from that of a “mental” problem to that of a treatable physical illness affecting the brain, just as diabetes or hypertension are illnesses affecting other parts of the body.

My experiences as a business management consultant, psychotherapist, and mental health advocate have made me acutely aware of the tension between the needs of employees for a humane work environment and the needs of employers for increased productivity and profitability. Perhaps no other issue better illustrates this tension than illness in the workplace. Some strategies that supervisors and employees might use in addressing this complex issue are discussed below.

For Supervisors

• Recognize that depression has many faces. Depression is not just a sad, despondent mood; it may instead emerge as irritability, anxiety, lethargy, disruptions in memory or concentration, or some combination of these symptoms. Managers may not realize that these are common manifestations of depression. The result is that a depressed employee may be mislabeled as lazy, unmotivated, or difficult.
• Understand that most clinical depressions are due to neurochemical imbalances or malfunctions. With proper treatment, the employee will return to normal or near-normal functioning.
• Consult your company's EAP (employee assistance program) administrator or personnel specialist regarding how to intervene when you suspect that depression may be interfering with an employees ability to do his or her job. The specialist should be able to determine whether the person requires treatment and, if so, make appropriate referrals.
• Understand that the employee may need several weeks to several months to find and benefit from treatment. During this time, a small adjustment to the work environment could greatly enhance the employees ability to be productive, which obviously benefits you, the employee, and the organization. First, note what aspects of the personas work are being negatively affected (e.g., missed deadlines, reduced output, or interpersonal problems). Then determine what adjustments might improve the situation while the employee is recovering. Adjustments might include breaking down assignments into smaller, more structured tasks; communicating in writing, so the person has something to refer to; and setting mutually agreeable deadlines and scheduling regular meetings or E-mailings to discuss progress on assignments.
• Allow the employee greater input in work scheduling in order to take advantage of his or her periods of higher functioning.
• Consider reorganising the employees complex analytical projects, if any, into a team approach, or temporarily reassigning the employee to special projects where he or she can best contribute at present.
• Provide clear feedback. If possible, focus on positives and encourage the employee to work from individual strengths.
• Be patient. The employee may be struggling to compensate for varying degrees of impairment in memory, concentration, and energy. Treatment will markedly improve these functions. Allowing the employee to recover is less time-consuming than having to hire and train a new person.

• Immediately respond to and report any signs that the employees condition is worsening, especially any threats to self or others.