OK, so this is a hard one.
Mainly because unfortunately, what’s best for the employee isn’t necessarily always best for the organisation…
It’s probably counter to a lot of other information you’ve heard too – but that’s because people are so worried about being PC, they’re ignoring the research.
When someone struggles with mental illness their brain struggles to function.
& an employee is paid to work/fulfill their responsibilities.
When someone is struggling mentally, the same as when someone is struggling physically, they will struggle to fulfil their responsibilities…
So, you’d be right in thinking, ‘well, duh, of course they need to take time off’.
But here’s where it gets a little messy…
Research shows that when someone is off from work they then go downhill – FAST
If there is no reason to get up in a morning then why would you?
& once you’re stuck in the not getting up, not getting dressed, not eating & not existing cycle its super hard to get yourself back out again.
For the individual, being in work, but having a reduced workload is actually better.
Having a reason to get up, feel valued and do something of use is MASSIVELY important to all of us.
We’re social creatures and we need to be part of a social group.
Now, it gets really messy if the reason the individual is unwell is because their manager, supervisor, director… is a douche & the main reason they’re struggling mentally...
(& I know what that feels like!)
I’m sorry, to be the one to break it to you but if your employees are struggling with their mental health because of the actions of your director, manager or supervisor then you need to do something about the director/manager/supervisor.
You’re legally responsible for the health and wellbeing of your employees.
Most organisations have a first aid kit, health and safety training, fire safety training and a whole host of other things to do with physical wellness and yet ignore the giant elephant shaped douchebag screaming at the employees …
I get it.
It takes time to build a case, you have to make sure they have ample opportunity to change the way they’re acting before you can ‘let the director/manager/supervisor go’.
Just remember, every second they’re still in place you are causing psychological harm to your employees.
Let’s think about this for a moment.
If you were to imagine every shout, bad word, condescending tone was in fact a physical slap, punch or kick to your employee.
How long would you let it last?
The problem is that just because you can’t see the damage, this is EXACTLY what’s happening.
& it often takes a lot longer to heal from emotional and psychological abuse than physical.
Bruises, cuts and scrapes heal at a much quicker rate than the long-term effects of bullying, harassment and persecution.
So, from today, if you do nothing else, every time you witness someone being unkind, hurtful or mean to someone else with their words imagine this as a physical action.
& when you’re ready to help your employees heal, to stop the harm and to save someone’s life use the link below to find out how I can help you do this –
Have a great rest of your Tuesday & see you tomorrow.
x Katie x