Dear Allan,
One of my employees has confided they have been diagnosed with a mental health condition. I’m at a loss on how to handle this. Should I give them special treatment? What do I tell the rest of the staff? I’ve thought of discussing the situation with other managers to find out what they would do. Can you give me some advice? This is my first time dealing with something like this.
– Not sure how to handle it
Dear Not Sure,
I’m glad you have the foresight to ask for help. How you choose to handle this situation will have a big impact, not only on your employee, but on your other staff as well. Your employee is not alone. One in five Canadians is diagnosed with a mental illness every year. Traditionally, mental illness has been typically associated with severe conditions, but actually, stress, depression and anxiety are all forms of this condition.
Your employee shows great courage in discussing the situation with you. It can be very uncomfortable to disclose a mental challenge. Despite great strides, we still tend to be more accepting of physical ailments than mental illnesses. Here are some suggestions on how to be supportive during this time:
1. Respect their privacy
Although you have good intentions in discussing the situation with other managers, don’t do it. The last thing your employee needs is to feel everyone knows their private business. Rumour and speculation will only add to their stress – remember they spoke to you in confidence. By all means you can tell the person you’d like to see what help the company can provide, and request their permission to contact your Human Resources department for advice and to determine what resources are available.
The same approach goes for telling other staff. If your employee is going to be taking some time off, then of course you need to say something. Simply starting they will be away while they deal with some health issues should be enough information. If the employee plans to continue working while addressing their health concern, then help them – and other staff – by setting clear goals and work assignments. You can also ask the employee how they would like to handle questions from their colleagues. They might be fine with disclosing more information, but, as with any illness, it is up to them on how much personal business gets shared with co-workers.
2. Special treatment versus accommodation
Your company likely has policies regarding the accommodation of special health situations – both physical and mental. Find out what they are and recognize the difference between accommodation versus giving the affected employee special treatment. You run the risk of resentment from other employees if they feel someone is allowed to leave early every day, for example, or their performance is affecting other staff. By establishing clear goals and expectations, you provide structure for the ill employees, reduce their stress and eliminate the perception of others that someone is getting special treatment.
3. Educate yourself
Mental wellness issues in the workplace affect the overall health and productivity of the organization. There’s a saying: Good health is linked to good business, and smart bosses know this means excellent handling of both mental health and physical challenges.
There are excellent resources and guides available on this subject. Start with your Human Resources department to clarify company policies. Check out Health Canada’s Mental Health in the Workplace Employer Fundamentals 101 for practical, common sense suggestions, a series of free downloads and a link to seeing the situation from the employee’s point of view.
Good luck and thanks for bringing this topic to light.
Allan
Have a work-related question for our CEO Allan Stordy? Email us at worklife@aretehr.com. Your privacy is important to us. We’ll protect your anonymity.