The last two years has left no one untouched.
Aside from the obvious health implications of contracting COVID, the unlucky individuals who had their sources of income reduced or wiped out completely have suffered significantly. For businesses fortunate enough to experience growth, the lockdowns, restrictions, and isolation has had a significant impact on staff and their morale.
For many, there is an internal struggle taking place that is hidden. Anxiety, depression and uncertainly have increased and the workplace post-pandemic needs to be very mindful of that.
As we move back into some level of normality, it is important to be aware of your co-workers. This should be the responsibility of all parties in a company, not just management.
Many will simply bottle up their anxieties and insecurities but there are a few signs to be on the lookout for and whilst some may feel that to ask such pointy questions is an intrusion into another’s privacy, there is nothing wrong with ‘checking in’ one a colleague’s state of mind.
Here are some signals that indicate someone you work with may need help:
Aggression or unpredictable mood swings
Avoidance of social interactions
Inability to make simple decisions without seeming overwhelmed
Regularly being late to work
Not eating well during the day
Eating alone
Appearing tired and lacking in concentration
Taking a lot of leave
Excess alcohol or drug consumption
What can you do about it?
If you notice a colleague that appears to be suffering anxiety or depression, or you suspect there is something else that is affecting their mental health, there are several steps you can take.
Plan the conversation.
Chances are, your colleague will be guarded about any problems they might be going through, so planning what you want to say is important as it will help the initial potential awkwardness.
Work out who should be present.
This is not an intervention, but the situation might benefit from having someone other than yourself present. Letting your colleague know multiple people are concerned about their welfare may encourage them to be more open on their situation.
Use the right “tone”.
Anything that sounds accusatory or questions someone’s work ethic (for example) will not help the situation or your colleague’s state of mind. It is far better to try and determine the root of the problem rather than focusing on the “lack of performance at work.”
Where and when?
The office might not be the best place. Somewhere that is neutral is always best. You could take your colleague out for a walk. Fresh air and greenery is a much better environment to have a difficult conversation.
What is the objective?
The ‘indicators’ of someone struggling are just that – indicators. They are not the problem itself. The objective here is to try and unpack what is causing your colleague to feel distressed. As we move back into some semblance of normality, there are some who are finding the “readjustment” back confronting.
It might be that being around people again and the social hierarchy of the workplace is causing some social anxiety. Perhaps your colleague preferred to work in solitude from the home office and they may have been a much better performer in that environment.
It is important to attempt to determine the cause of the problem and unpack the solution towards an outcome that benefits everyone.
For the employers out there, you have no doubt undergone significant stress over the last two years. It is your people and their wellbeing that drive the culture, and ultimately the success of an organisation. Some employees may prefer to work from home, or at least have a hybrid model. Whilst this may not be acceptable in all organisations, giving consideration to what staff need is critical to their wellbeing.
No one is exempt from feelings of anxiety or depression, but don’t be too hard on your employees or yourself if such things occur in your workplace. It is human nature and should be addressed in a tactful manner, not ignored or buried.
