Caring for Depression in the Workplace

Integrating employees with depression in the work field shouldn’t be a hassle. Most often, such employees find it difficult to adapt to new working conditions and even to cooperate with their co-workers. This, however, is no reason for shoving away a well-prepared possible or existing employee. Often, they become the subject of workplaces bullying. It is important that we create working conditions equal to those we offer to other employees. The purpose should be to end discrimination both in the recruitment/selection and in the working process.

Also, the nature of the company’s activity should not affect the candidate. If you truly believe that the working environment you provide may be harmful to them, it’s best that you recommend either other positions in your company or other ways of further developing his/her career in a different organization or field. DO keep their resume and records for any other future possibilities and assure them that they will be contacted in case a better position that matches their expertise is available. You should be aiming to objectively choose the right talent out of all the candidates.

Induction, as usual, should not be skipped and it can even be more detailed than usual. Check for signs that show how your working environment may be causing or influencing their depression. This is usually an indicator of a need to revise and improve the way in which you manage your human resources and working relations. Eventual conflicts inside your company can lead to workers’ ineffectiveness and exhaustion. Employees need to feel engaged in all of your tasks and want to be seen as efficient and dependable workers. As a leader, if you are truly interested in your employees’ well-being, express empathy and compassion without making anyone feel inferior or useless. Only a positive and enthusiastic attitude can lead to job satisfaction and even management appreciation. Stress in the workplace strongly impacts the performance of all of your personnel. Meeting the daily needs of your employees and dealing with possible issues should be a priority if you want your productivity to rise.

When it comes to avoiding social exclusion in terms of employment, always focus on the values that can match your company’s goals. As long as possible employees possess a desire to learn and advance personally and professionally, they will show long-term potential and bring more to the general development of your own work/company. You’ll find that they’re still able to efficiently communicate with managers, and they might even show more enthusiasm for the job than regular workers. In addition, an employee’s experience with depression can help you understand your customers and clients. Oversee the health and safety of your employees according to your country’s legislation. Include workshops, therapy sessions, free consultations, bonding outings, relaxation rooms, etc. Costs and most requirements remain the same as for most employees.

To sum up, social inequality should not be a part of your organization and it should not influence its growth in any way. Remember to continually check for reasons your employees may not be productive or involved and provide quick and easy solutions. Feel free to share your thoughts on the difficulties people encounter at work and how they overcome them with the help of management and colleagues.

Originally posted on my blog.