Linked: How to Manage an Employee with Depression
The article below is full of management advice, some of which you may agree with, some of it, maybe not. But, the one thing I can say from my own experience is that there’s no excuse for your organization to get caught blind-sided. So this part, would definitely be in your interest.
“Because an employee may come to you without warning, you need to prepare ahead of time and learn about depression and its symptoms. These include loss of interest, decreased energy, feelings of low self-esteem or control, disturbed sleep, and poor concentration.
If you understand the symptoms of depression, then you will be able to anticipate work performance issues and the types of accommodations an employee might request.”
When I needed accommodations due to my illness and need for therapy, there wasn’t a lot of running around asking questions, or making promises only to turn around and change the policy. There was a policy, there was a conversation between my boss and I about how to accommodate my needs to check in with my therapist daily, while still getting my work done, etc. It was, as they day in the UK, “done and dusted” my first day back at work. We both knew what to expect, we both knew what the other had committed to, and had it been necessary, I knew exactly who to go to if I needed any alterations.
That’s really how it should be. An employee dealing with depression is already struggling to keep things going in their lives. Don’t make it more confusing and cumbersome than it has to be.
https://hbr.org/2020/01/how-to-manage-an-employee-with-depression?ab=hero-main-text
