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Many of us know professional situations where success, performance, and progress matter. But what about happiness, sadness, fear, or injury? Do such personal life topics, which ultimately directly affect our mental health, have a place in the workplace? They not only should, but they must! In times of rapidly changing work environments and tasks, it is essential to create a safe environment for mental health through interpersonal relationships, mindfulness, and empathy. Out of fear of others' reactions, personal burdens often become taboo topics.
In such situations, not only are all of us as employees and our courage required, but the entire company must take responsibility. Leaders and supervisors are responsible for allowing time and space for burdens that restrict mental well-being. But what can this look like in practice? How do I, as an employee, find the right words to openly address burdens or problems? How can I, as a leader, respond confidently?
We provide you with initial ideas based on a concrete case example.:
For a year now, there's been a lot of tension in the department because, from the colleagues' perspective, Wolfgang F. (55 years old) is no longer reliably fulfilling his duties, mistakes are piling up, and he's frequently reporting sick. Wolfgang F. feels the pressure from his colleagues and seeks a conversation with his supervisor, Rainer S.
In the conversation, it emerges that Wolfgang F. was diagnosed with Parkinson's a year ago, and the first signs like trembling in his hands and arms, muscle stiffness, and reduced movement are becoming more noticeable. Rainer S. is initially shocked and doesn't know what to say. He realizes that in this case, being there and listening are more important than hastily blurting out advice like "Keep your chin up, it will get better!" or "Now, grit your teeth, we'll manage this!
After what felt like two minutes of oppressive silence, Rainer S. follows his gut feeling and says, "Wolfgang, I really don't know what to say about this. You see me sitting here completely shocked. How can I support you in any way?
Tears roll down Wolfgang F.'s cheeks as he starts to recount what has happened to him since the diagnosis. He is deeply worried about his 15-year-old daughter, feeling that he can no longer be a "real" father to her, about his wife, and the lack of financial security. He feels ashamed in front of his colleagues for not being able to perform as he used to.
When everything has been said, Wolfgang F. feels a weight lifted off his shoulders. Rainer S. has listened well and promises to inform all colleagues and the necessary department heads (Human Resources, Occupational Safety, Works Council) to find a solution together.
The task of the supervisor is now to ask the right questions:
- What expectations do you have of the team, of me, and of the company?
- How would you like us to interact with you in the workplace?
- How can we support you at your workplace?
- How are you currently coping with the changed situation?
- How are you feeling today?
Supervisors and colleagues should seek to have a conversation with Wolfgang F. It makes sense to contact the family and offer support as far as possible. If sick notes occur, it is important to maintain contact with the affected person, which can happen in various ways (email, WhatsApp, phone call, hospital visit, etc.).
Often, employees who are ill experience that no one reaches out until they are fully recovered. If the condition worsens or leads to death, the feeling of being abandoned intensifies, in which case it is referred to as a social death. Those who ask colleagues, "Are you coming with me to visit Wolfgang in the hospital?" often receive the response, "No, I don't even know what to say!
Even small things help both the affected employee, their family, and the healthy employees in the company. Word gets around that this company also treats employees with respect when they are ill or dying.
The International Day of Mental Health on October 10 aims to urge all stakeholders (employees or leaders) to maintain and strengthen the topic of mental well-being through greater openness and tolerance. Listening and being attentive in the company plays a major role, not closing off or looking away. We would therefore like to encourage all of you to give personal stress a front-row seat in your organization, your team, or your personal priorities – be brave, open, and honest.
Ulrich Welzel | Trauma in the Workplace | Corporate Emergency Management
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