When an employee is experiencing depression, it can have a serious impact on their performance and working relationships. It can also have a cascading effect on the team and organisation. That is why it is essential for leaders and HR professionals to be able to understand the workplace factors that can lead to depression. However, one challenge with the condition is that it is not always easy to spot. Also, managers can feel uncertain about how to raise the topic with individuals. So it is also crucial to be able to recognise the signs, open up compassionate conversations, and offer the right kind of support.
Depression is a common but serious mood disorder that negatively affects how a person feels, thinks and handles daily activities. It goes beyond occasional sadness or feeling "down" and can have profound effects on an individual's ability to work, their relationships and their overall quality of life.
A critical step in supporting employees with depression involves challenging and dispelling common myths. For example, depression is not a result of a lack of willpower, nor does it signify weakness. It cannot be simply "snapped out of" and often requires professional treatment to manage. When someone’s struggling with tasks due to depression, they’re not being "lazy" and it’s not a reflection of their true abilities. Understanding these facts is crucial in combating workplace stigma and creating a supportive environment for all employees.
Recognising the signs of depression is crucial for early intervention and support. Depression can affect every aspect of a person's life, including their emotions, physical health and behaviour. The signs can vary widely among individuals, but there are common symptoms to look out for:
In the workplace, changes in behaviour that may indicate depression include:
Recognising these signs requires a careful and compassionate approach, especially in the workplace. It's important not to jump to conclusions or diagnose someone based on observations alone. However, if you notice a pattern of these symptoms in a colleague, it might be time to offer confidential support. Our 7 Steps to Handling Difficult Conversations at Work is a useful guide.
Depression is often called the "invisible illness" because its symptoms aren't always visible or straightforward to recognise, particularly when individuals go to great lengths to mask their true feelings. This can especially be the case in a professional setting.
Employees may hide their depression for various reasons, including fear of stigma, not wanting to burden others, or professional concerns. Here are some examples of how depression might be masked, making it difficult to recognise:
Some people may overcompensate by appearing extremely outgoing, cheerful and active in social settings. They might be the "life of the party" to hide their inner turmoil, leading others to believe they couldn't possibly be depressed.
A person might immerse themselves in work and overachieve as a coping mechanism to distract themselves from their depressive feelings, leading observers to see them as highly driven or successful, rather than struggling.
People might constantly crack jokes, laugh excessively and maintain a façade of being carefree. Using humour as a shield can deflect attention from their pain and make it seem like they're in good spirits.
Some may strive for perfection in all aspects of their life, from work to their appearance, as a way to maintain control and mask feelings of inadequacy or sadness. Their perfectionism can mask underlying issues, as their efforts to appear flawless overshadow signs of distress.
Keeping an excessively busy schedule can be a way to avoid facing depressive symptoms. By filling every moment with activities — or frequently working late — individuals can avoid downtime, which might otherwise bring their feelings to the forefront.
Focusing on physical ailments rather than emotional distress is another way people might mask depression. They may frequently complain about various physical symptoms, such as headaches, fatigue or gastrointestinal issues, without acknowledging their emotional pain.
By sharing only the highlights or crafting a seemingly perfect online persona, people mask their depression and hide their struggles from the outside world. They present a false image of happiness and fulfilment.
Depression in the workplace can stem from a variety of factors, often related to job structure, work environment, interpersonal relationships at work and the individual's personal circumstances and coping mechanisms.
These factors can interact in complex ways, leading to feelings of failure, exacerbating stress and potentially leading to depression. Here are some key contributors to workplace depression:
Recognising and addressing these factors can help to create a healthier workplace that supports mental wellbeing. Employers can play a crucial role in this by promoting a positive work environment, ensuring fair workloads, offering support for stress management (such as therapy) and fostering open communication about mental health. Offering access to appropriately qualified therapists and workplace mental health resources is also crucial and can save lives.
Having regular, informal check-ins with employees to ask how they’re doing and discuss their needs can provide ongoing support. It can also help to identify any additional adjustments that may be needed.
Employers have a legal obligation to make reasonable adjustments for employees with mental health conditions, including depression. This can include adjustments to their work environment or responsibilities. These adjustments are designed to help employees manage their symptoms more effectively, maintain their productivity and remain engaged with their work.
The goal is to create a more inclusive and supportive workplace that recognises and accommodates individual needs. Here are several key areas where adjustments can be made:
It's important to note that reasonable adjustments should be tailored to the individual's specific needs and made in consultation with them. What works for one person may not be suitable for another. Open, honest, and sensitive communication is key to determining the most effective adjustments. Employers should also be mindful of privacy and confidentiality, ensuring that any discussions about depression and adjustments are handled discreetly and respectfully.
By making the right accommodations and creating a workplace culture that prioritises mental health, organisations can help employees navigate difficult times in their lives. This will also help to create a working environment where everyone feels seen, supported and safe.
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Lumo health is not a crisis support service. If you are experiencing a mental health emergency do not use this site. Please use these resources instead.
