The World Health Organization (WHO) estimates that approximately 5% of adults suffer from depression globally, and roughly 15% of working-age adults have at least 1 mental health condition. Depression in the workplace can affect general well-being, productivity, and overall performance. It leads to higher absenteeism rates, reduced engagement, and increased turnover. For employers, fostering an empathetic work environment is more necessary now than it’s ever been.
Before you can create a healthy and productive workplace, you must be able to recognize the signs of depression, implement an inclusive policy, and ensure your team has adequate access to proper, effective mental health resources. These efforts will significantly impact your employees’ lives and your organization’s long-term success.
Studies suggest that major depressive disorder among adults in the United States causes an economic burden of approximately $236 billion annually — in short, it’s worth your time to care. Read on to learn more about strategies for effectively managing and supporting depressed employees in the workplace. Doing so can enhance employee well-being and productivity, drive a positive workplace culture, and increase profits.
Recognizing signs of depression among employees
Knowing how to manage someone with depression in a workplace setting means being able to recognize the signs or symptoms of depression they may be experiencing. This can be challenging since depression symptoms can look different for everyone. That said, when you take the time and care enough to try and understand where people are at, you can offer crucial support to those who need it most.
The following signs of depression in the workplace don’t always mean someone is struggling, but they can be strong indications that you might want to approach the situation with empathy and sensitivity.
- Change in punctuality: A noticeable change in punctuality or attendance — employees suddenly showing up late or frequently missing days altogether — might mean they’re dealing with poor mental or behavioral health.
- Withdrawal from team activities: Social withdrawal is a hallmark symptom of depression. If you notice an employee who was once actively engaged in team projects and discussions has recently become noticeably less involved, seems to avoid interactions, or is increasingly apathetic about their job and work relationships, it’s worth looking into.
- Decreased productivity: Depression in the workplace can affect energy, concentration, and motivation. WHO estimates that 12 billion workdays are lost every year due to depression and anxiety, and the cost of lost productivity comes at a whopping $1 trillion annually.
- Noticeable mood shifts: Mood shifts are common in depression. Be aware of employees who seem uncharacteristically sad, irritable, angry, have a continuously low mood, express negative thoughts frequently, or have emotional outbursts. While depressed mood changes can be subtle in some people, they’re often uncharacteristic and continuous.
- Physical symptoms: Several physical symptoms are common with clinical depression. Chronic fatigue, headaches, and digestive problems are not unusual when someone is depressed. Take note if an employee regularly visits an office clinic or starts taking more sick days than usual.
These signs can also overlap with other conditions, such as bipolar disorder or seasonal affective disorder, making it essential to approach employees with sensitivity and without assumptions.
Approaching conversations with empathy and sensitivity
Starting a conversation with an employee you suspect is depressed requires a delicate approach. Follow the step-by-step guide below to learn how to talk about mental health at work with respect and privacy.
- Choose the right setting: Conversations about mental health in the workplace should always occur in a comfortable, private environment. This helps ensure the employee feels safe and confident as they discuss their situation or condition with you.
- Prepare your approach: Before starting the conversation, consider the language you’ll use. Avoid accusatory phrases; instead, try to use supportive, neutral statements like “I’ve noticed” or “I feel” and ask, “Are you OK?”
- Practice active listening: Active listening means letting someone speak without interrupting. You should maintain eye contact, nod, and use affirming phrases like“I understand how you feel,” “That sounds difficult,” or “I can’t even imagine what you’re going through right now.”
- Demonstrate empathy: Avoid passing judgment and reassure them that you want to address their mental well-being, not any performance issue, in this conversation.
- Respect boundaries: Boundaries are imperative in a conversation as sensitive as this. You want to offer support without prying into their personal details. Focus on how you can help them by asking questions like “Is there anything I can do here, at work, to help you?”
- Provide resources: If you don’t already offer adequate mental health resources, start. Then, make sure every employee knows about the help that’s available. You might invest in employee assistance programs (EAPs), support groups, professional help, and company-provided mental health services
- Follow up: After your initial conversation with any employee you’re concerned about, don’t forget to check in periodically. It’s essential to show ongoing support and encouragement.
Remember, discussing mental health conditions like depressive disorder or anxiety disorder is sensitive. Respect boundaries and emphasize that your priority is their well-being
Providing resources and accommodations
Offering resources and ensuring you have accommodations in place will be key to supporting depressed employees and promoting workplace mental health support. They’re more likely to seek help when they know they have a safe place to go. The APA’s 2023 Work in America Survey found that more than half (57%) of workers are unsatisfied with their company’s support for mental health and well-being. You can support your employees in the following ways.
Helpful resources to support employees
Make sure that every employee has easy-to-access, comprehensive support designed to enhance their mental health. Valuable company-provided resources can include:
- Employee assistance programs (EAPs): EAPs include confidential support and counseling services for employees struggling with many things in life, including mental health concerns like depression. Programs can provide short-term therapy, counseling, and referrals to qualified and experienced mental health professionals.
- Mental health support services: Invest in partnerships with external mental health providers to offer workshops, therapy, or educational seminars.
- Wellness initiatives: Employee wellness ideas like stress management workshops, mindfulness training, or wellness challenges will help create a healthier, more optimistic, effective work environment.
- Digital mental health tools: Today, widely available apps and platforms can improve mental well-being. Employers should consider offering free guided meditation apps or access to platforms that provide virtual therapy to employees.
Accommodations for depressed employees
Depressed employees should have sufficient accommodations to help them manage symptoms so they can maintain their responsibilities at work.
Some easy-to-implement ideas include:
- Flexible work hours: Letting employees adjust their start and end times will help them manage energy levels and reduce stress levels.
- Modified workloads: Temporarily reducing or redistributing tasks can proactively prevent people from becoming overwhelmed while retroactively promoting faster recovery for those seeking help.
- Temporary role adjustments: Adjusting job roles to align with an employee’s ability allows them to remain more productive while they learn coping tools to manage their condition.
- Mental health days: Offering and encouraging mental health days allows employees to focus on healing and their well-being without worrying about stigma or running out of accrued time off.
- Therapy coverage: Providing comprehensive health insurance, including mental healthcare coverage, will encourage employees to seek help when needed.
Creating a mental health-friendly workplace culture
While great strides have been made toward destigmatizing mental health today, more work and dedication are still needed. Creating a mental-health-friendly workplace culture and environment is the first step.
How can you do this in your organization? Use some or all of the tips below.
Reducing stigma
Reducing stigma is the biggest hurdle to overcome when trying to normalize the importance of caring for mental health. It’s a step toward fostering an open, supportive workplace where employees feel safe and can find support.
The following ideas will help reduce the stigma surrounding mental health in the workplace:
- Host workshops and training sessions: Plan and conduct regular workshops and training sessions designed to educate about the importance of mental health and probable outcomes if it’s neglected. Strive to provide information and teach people (especially leadership) how to recognize signs of mental health struggles. Encourage open dialogue to create a more inclusive atmosphere.
- Implement wellness programs: Offer wellness programs and mental health awareness campaigns that include activities and teach coping mechanisms, such as mindfulness practices.
- Promote open conversations: Encourage leadership and employees to share personal experiences or insights about mental health. This practice will help normalize discussions and reduce any shame or alienation someone might be feeling.
Leading by example
Your leadership team plays a pivotal role in the workplace culture you create. Building a mental health-focused environment means leaders must be trained in the following:
- Modeling empathy: Leaders should be empathetic and encourage employees to do the same. They should openly discuss the importance of mental health and support any employee who needs it.
- Establishing open communication channels: Your organization should be an environment where employees feel comfortable discussing their mental health without fear of judgment or retaliation. This requires consistent messaging from the top down. To foster trust and engagement, remind employees that they always have a safe space to voice their concerns.
- Participating in and promoting mental health initiatives: Having leadership actively participate in mental health programs is an effective way to send a strong message that caring for mental health is valued and respected in your company.
Implementing mental health initiatives
Creating and implementing strong mental health initiatives will establish a supportive workplace. You might offer things like:
- Mental health days: Encourage employees to take designated mental health days off. This reinforces the belief that their well-being is a top priority for you.
- Internal support groups: Establish a peer support group so employees have a safe space to share their experiences and coping strategies with one another.
Maintaining ongoing support
Maintain ongoing support for employees living with depression. Use the following guidelines to develop effective support systems:
- Set up regular check-ins: Create a system for scheduling regular non-intrusive check-ins to monitor employee performance. Meetings should be supportive touchpoints and avoid undue pressure. This step is especially critical after a risk has been identified.
- Gauge workload and support: Use check-ins to discuss how the employee feels about their current workload. You can determine if adjustments are needed and find reasonable solutions. To facilitate an open dialogue, be sure to ask open-ended questions like, “How is your workload feeling lately?”
- Respect confidentiality: It should be well-known and clearly stated that any conversation and all shared information will remain private. Upholding trust and confidentiality is paramount to maintaining trust.
- Maintain trust: Remind employees that you’re committed to their physical and mental well-being and emphasize the importance of mental health as a top priority in your organization.
Empowering your team with Talkspace support
Supporting depressed employees will help them, but it’s also a way to improve productivity, engagement, and morale in general. Talkspace offers solutions that connect employees with a licensed, qualified mental health professional online, making getting help convenient and accessible. Partnering with Talkspace to enhance your mental health benefits shows how dedicated your company is to mental well-being and ensuring employees get the effective treatment they need.
Request a demo today to learn more about the benefits of offering Talkspace to employees with depression or other mental health needs.
Sources:
- World Health Organization: WHO and World Health Organization: WHO. 2023. “Depressive Disorder (Depression).” March 31. https://www.who.int/news-room/fact-sheets/detail/depression. Accessed November 10, 2024.
- World Health Organization: WHO. 2024. “Mental Health at Work.” September 2. https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work. Accessed November 10, 2024.
- “The Economic Cost of Depression Is Increasing; Direct Costs Are Only a Small Part.” n.d. https://www.psychiatry.org/news-room/apa-blogs/the-economic-cost-of-depression-is-increasing. Accessed November 10, 2024.