Mental health is still considered a taboo or sensitive topic to raise among family and friends, and when it comes to talking about it in the workplace, the barriers can be even tougher. Many employees (and their leaders) don’t feel comfortable with the idea of disclosing their mental health challenges out of fear of being stigmatized or penalized. Unfortunately, because of this, many people end up exacerbating their situation by ignoring or pushing through their mental health challenges, resulting in burnout or worse.
While 80% of people experience a mental health condition regarded as diagnosable, up to 60% of employees have never discussed their mental health with anyone at work. Despite the fact that many people have been more vulnerable and authentic given the stressors of the global pandemic, political and social unrest, and the blurring of professional and personal lines due to remote work, the stigma of mental health challenges looms large in the workplace. However, there are strategies that employees and managers can employ to make the workplace a safer space to talk about mental health and ensure that everyone is healthy and thriving.
Practice self-reflection
If you’re facing mental health challenges and deciding how best to disclose it to your employer, consider thinking about what you’re experiencing and how it’s been affecting your life – including your performance at work. Is it something that happens for a couple of days and gets better? Is it chronic? What triggered your symptoms? It may be something that was related to your job or a family issue. It may also be a macro stressor that you don’t have control over.
For some people, this self-reflection doesn’t require much effort as they can quickly determine what’s causing their mental health challenges. Others have to dive deeper, though, perhaps because they also have a more complex narrative. At times, the guidance of a therapist is necessary to uncover issues.
Consider what’s available to help you
Sharing your mental health challenges right off the bat could save you stress and additional difficulties down the road. For example, perhaps you can work out a flexible schedule that allows you to come in late one day a week to attend a therapy session. Or perhaps you can work from home a few days a week to minimize the stressors of a long commute or chaotic office. The important thing here is to be proactive. It could be that mental health isn’t on anyone’s radar and your employer doesn’t have any guidelines or protocols in place. But that doesn’t mean you can’t create them.
Another element to consider is the company culture. Is there a mental health support group in the organization? Is your manager a supportive person that you feel safe turning to? If your organization promotes mental health resources, this could help you decide if and how to talk about your mental health needs and how your employer can help. You should also be aware of the benefits you are entitled to legally as an employee, so you can advocate for yourself if necessary. It could be helpful to think of it on the same level as getting a weekly allergy shot or going to the gym. Few people are embarrassed by taking care of themselves in those ways and mental health resources shouldn’t be any different.
Determine your comfort level
Next, you should figure out how much you’re comfortable sharing and even how much you need to share with others. It could be anything between “I’ve been having a difficult time dealing with things since the pandemic” to a detailed clinical diagnosis if you need extended time off or other accommodations. It’s perfectly understandable to be nervous about any repercussions that could come about from asking for time off or a flexible schedule, but you may be able to achieve what you need by disclosing a small amount of information.
If you are not comfortable disclosing details to your manager, consider talking with someone in the HR department instead. What’s important is that you develop that feeling of confidence and trust with whoever you choose to talk to. Consider seeking advice and guidance on how to navigate the situation from trusted sources such as a spouse, close friend, or a therapist.
Start the Conversation
Once you are ready, find time to meet with the appropriate person – whether it’s your manager or someone from HR – to talk through your situation. Come prepared with a full idea of the type of accommodation you’re asking for, whether it’s working from home or more clear boundaries between work and personal time. This could help you more easily get what you’re asking for and help your employer to see how they can help keep you healthy.
Be open to the possibility that you may not get exactly what you asked for from the conversation, and that some level of compromise may be necessary. However, when faced with an employee’s openness and vulnerability, employers will likely want to work with them to reach a win-win situation. And, you could open the door for more open and frank conversations around mental health at work, which could help countless other individuals experiencing something similar.
Conclusion
While mental health is still a challenging topic in the workplace, many employers are becoming more aware and taking the initiative to foster open and safe spaces for their staff. Given the tumultuous events of the last 20 months, it’s only natural that many people are experiencing mental health challenges and there are ways to manage them in the workplace. Taking the time to reflect on your situation, evaluating the resources available to you, and initiating a conversation are all ways that you can make the workplace a safer place to talk about mental health. After all, employees and employers alike want to make sure that work is a place where everyone is healthy and taken care of.
