In the past few months I have had the pleasure of speaking to several employer groups on how leaders can support individuals who have mental health problems stay at work and return to work. As part of my practice I help people return to all their “occupations” of life: self-care, leisure, and productivity — work at home and in the community, paid or unpaid. The clients I work with may have ongoing physical limitations or be managing depression, anxiety, or post-traumatic stress.
Unfortunately, many of these people express fears of the social environment around them such as “What will others think of me?” “I don’t think I’ll be able to manage work. My memory and concentration just aren’t there.” or “My workplace talks about how mental health is so important but they really don’t have a clue!”
I am often asked by well-meaning leaders “How can I help someone with a mental health problem?” The increased awareness of mental health is great and we can translate that awareness into a drive to learn, stop and engage with those around us, and take actions in our own roles to support those around us. As leaders in organizations we can take concrete action:
- Learn more about mental health. We can read brief snippets online, take a course, read a book, watch quality videos on YouTube, and much more. There is lots of great information out there.
- Demonstrate authentic concern for the people we are entrusted to lead. As a leader you aren’t their therapist but a caring leader will communicate genuine concern for the changes they have observed in their staff member and express care for his/her well-being.
- Ask the employee what the organization can do to support him/her on a short-term basis and refer them to any resources your organization has (EFAP, extended health plans, etc.). Make specific accommodation plans based on advice from the employee’s health care provider or the employee.
- Follow up: our job as leaders is to lead and help empower employees to create the results our organization needs to be successful. Create an action plan to review the employee’s performance as appropriate. If you are not comfortable with creating accommodation or return to work plans, seek help from your Human Resources folks or hire an outside vocational rehabilitation firm to support the employee and you.
The following resources are a great place to start.
- World Health Organization’s video on YouTube called “I had a black dog, his name was depression” Only 4 minutes and viewed by more than 8 million!
- Canadian Mental Health Association which has many great resources for employers and individuals.
- Evidence-informed guide to supporting people with depression in the workplace and Seven ‘Principles’ for Successful Return to Work from the Institute for Work & Health.
- Canada Life’s resource site on mental health
- Canada’s National Standard for Psychological Health & Safety in the workplace
Talk is cheap. What is your next step to learn more and be ready to support someone you lead?
Lewis Health Management Consulting 