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Leaders should be on the lookout for signs that employees may have mental health problems.
there An epidemic of mental health problems in companies. One in four companies has laid off one to five employees due to mental illness in the past 12 months, according to a survey of 251 Brazilian companies conducted by the portal. Jobs.com. According to the World Health Organization (WHO), mental health problems at work are responsible for much of the loss of productivity of professionals.
Last week, an intern at one of the nation’s largest law firms threw himself out a corporate window and, once again, fueled the debate about mental health at work. “Hybrid work brings a new wave of anxiety to employees as life returns, and people miss out on living with their children, their home, and their routines,” says Roberto Elmer, MD, a psychiatrist who specializes in people management and mental health at work.
Other aspects such as increased online appointments, out-of-hours orders and invasion of working from home also lead to Increased incidence of fatigue. According to the International Society for Stress Management, the problem already affects more than 30% of the more than 100 million Brazilian employees.
A survey conducted by FGV with Talenses and Gympass this year showed that 43% of respondents are overburdened with work and 31% are under pressure to achieve results and goals. and issues related to Management, such as lack of recognition, empathy, and support from direct leadership and communication with the leader, are also risk factors for the mental health of employees. “The direct manager is the main factor of mental stability A collaborator at work,” says Aylmer, who has researched the topic in his master’s degree.
The management of the company has a fundamental impact on the mental health of the employees. If you’re a leader, here’s how to identify psychological issues with the people on your team and create a healthier work environment.
Watch out for the tags
Caring for your team is key to connecting with people and showing a genuine interest in them, apart from work and results. “When I’m interested, I notice if the person is withdrawn, depressed, or producing less. Instead of increasing demands, I support them,” says the psychiatrist.
Here are some signs to look out for:
- decrease in productivity
- increased irritability
- tired look
- Sudden mood change
- Negativity towards new processes and ideas for example;
- Indifference in meetings
- lack of interest and adherence to goals, colleagues and deadlines;
- decreased sense of accomplishment and happiness at work;
- anxiety (which can cause restlessness, irritability, and difficulty concentrating at high levels);
- Social distancing from colleagues and family.
Show yourself weak
To create an open channel with the team and stimulate conversation, nothing is better than starting with you. “Employees need to feel that there is an enabling environment to share their weaknesses. A leader himself can share his or her weaknesses,” says Joanna Cortez, COO of global consulting firm LHH. It is important to make clear that there are no negative consequences for those who need to uncover an individual challenge.
Highlight the role of human resources
The HR area must also inform employees that there is scope to seek assistance. Therefore, those who do not feel comfortable talking to their boss can look for an HR representative. Many companies also offer psychological care to their employees or benefits in this regard.
Show help
When a leader identifies a different behavior in someone on his team, the ideal, according to Aylmer, is to approach, call for a conversation outside of work and ask “how can i help you?”. “This question unlocks fear because it shows genuine care and concern for the person.”
According to the expert, employees often wonder if the boss or the company cares about them, and showing that kind of care is job retention factor. “Do not refer directly to a specialist because there is a fear that you will be diagnosed with some conditions.”
The first measure should be to not treat mental health as a taboo and to invest in treatment, prevention, and information. “The role of companies is to be champions and provide safe environments and compelling propositions to encourage a different lifestyle,” says Fabio Battaglia, CEO of human resources firm Randstad Brasil.
Listen to your employees
Global Study Work Monitorimplemented by Randstad in 2022showed that 92% of Brazilian employees seek More flexible work formats and professions To accommodate other activities throughout the day. “This shows that it is very important to listen to employees and prepare leaders to manage goals and objectives in a more empathetic manner,” says Battaglia.
Encouraging physical exercise, creating a support network, providing a psychological service channel via remote or in-person service, and creating moments of relaxation are ways to establish more human relationships within the company. “When professionals are happy and trust companies, they are more productive.”
give feedback
Team development is part of a leader’s job, so it’s important that you do it Hold ongoing feedback conversations with your employees. “In these conversations, it is helpful to ask how the person feels about the current job requirements, whether they have any particular challenges and also whether they need support to do their job,” Cortez says.
If the employee is feeling some pain, she suggests thinking, along with HR, of a way to support them, through psychological support, mentoring, or even the coaching process if there are more practical issues, such as time management.
Watch the youth
One Harvard Business Review Study showed that Millennials and Generation Z, as well as people of color and LGBTQ+ people, are more likely to have mental health problems. “A toxic culture with a hierarchy, with a lot of pressure and no flexibility in the business model, currently pushes all kinds of talent away, but with young talent, that care is even more important,” Cortez says.
They have also been hardest hit by the epidemic. “The younger generations have been hardest hit because they have less experience of major crises, more emotional instability, and a greater need for society to develop their corporate identity,” says the psychiatrist.
Be careful not to take her off the team
As a boss, you will also go through your bad days and phases. But remember:Everything you experience as a leader affects your team for better or worse.So if you’re in a crisis, don’t go to work. That way you’ll earn more for the company. “Because emotions aren’t biodegradable and what you vent about in the meeting, you should talk about it in therapy.”
Otherwise, you risk increasing pressure and, instead of results, reaping hatred from your team, as well as creating a toxic environment. “But when you increase psychological safety, support and support for the team, you increase cooperation.” And yes, the results too.
To prepare leaders, companies can invest in Soft skills development programsSelf-knowledge, emotional intelligence, resilience, learning speed, adaptability, and empathy. “Continuous development and learning are key to leadership in such a complex and ambiguous landscape,” Cortez says.
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