As a manager, you may be the first to notice an employee struggling with mental health issues.
Prioritizing Employee Mental Health in the Workplace
Employers are responsible for ensuring our employees’ safety and well-being. This includes preventing situations that may trigger a mental health crisis or worsen pre-existing conditions. Regrettably, some healthcare practices only address this after an employee has been negatively impacted – a reactive approach that is too late. This article provides a proactive approach to identifying and supporting employees struggling with mental health issues before it’s too late.
Don’t ignore any performance problems.
It’s important not to overlook any issues with employee performance. Performance problems can improve and impact other team members’ productivity when addressed. Furthermore, not paying attention to these issues could result in legal action against the company, damaging its reputation.
Identifying performance problems can be difficult, mainly if expectations are communicated to only some employees. So, addressing these problems quickly is essential to maintain the company’s reputation and professionalism.
Have an anti-discrimination policy that includes a mental health policy.
It’s essential to clearly outline unacceptable behavior, such as making threats or engaging in sexual harassment. In addition, please include information about mental health policies in your employee handbook and communications to staff, including training materials and orientation programs.
Also, establish a formal complaint process allowing employees to report discrimination, harassment, or retaliation. This should include a detailed explanation of the steps involved in the process and how complaints will be handled.
Finally, incorporate mental health protections into your employee handbook.
Know where to refer employees with mental health issues.
As a manager, you may be the first to notice an employee struggling with mental health issues. You can help them by referring them to appropriate resources and offering emotional support.
Mental health services include counseling or therapy licensed professionals provide in your area. Insurance policies and employee assistance programs (EAPs) often cover them, which offer confidential consultations about personal problems, including mental health or substance abuse issues. The EAP should be able to provide advice on how best to help an employee who needs help managing their condition before it becomes severe enough that they need medical attention like medication or hospitalization.
Put together a crisis management team and train them.
When dealing with a crisis, you must assemble a crisis management team. A crisis management team comprises people who can help you handle the situation and care for things so your business doesn’t suffer.
First, you should train this team to deal with different crises. This will ensure everyone knows how best to react in any given situation so they don’t make any mistakes or do anything stupid (or even worse). You should also practice with them so that they know what it feels like when something goes wrong–this will help them react faster and more effectively in case something goes wrong!
Be Proactive with Mental Health
Employers must be proactive about identifying and helping employees with mental health issues, or else the company could face legal action under ADA laws.
As a practice owner, you know that employee performance is critical to your success. However, it’s also important to remember that every employee has the right to be treated with respect and dignity.
Suppose an employee suffers from mental health issues or other disabilities (such as substance abuse). In that case, they may be unable to perform their job duties, which can seriously affect the entire healthcare practice.
This means that companies must be proactive about identifying and helping employees with mental health issues or other disabilities (such as substance abuse), or else they could face legal action under ADA laws.
What is ADA? The Americans with Disabilities Act of 1990 (ADA) is a federal law that prohibits discrimination against people who have disabilities. It applies to employers with 15 or more employees and requires them to provide reasonable accommodations for employees with disabilities. Employees with depression, anxiety disorders, or other mental health issues may be considered disabled under ADA laws.
The ADA also protects employees with other disabilities, such as substance abuse. For example, suppose an employee suffers from alcohol or drug addiction. In that case, they may be unable to perform their job duties, which can have severe consequences for the entire organization. This means that companies must be proactive about identifying and helping employees with mental health issues or other disabilities (such as substance abuse), or else they could face legal action under ADA laws.
Critical Insights on Managing Employees Who Self-Destruct
This article has provided valuable insights into how to handle employees who are struggling. It’s critical to remember that each employee’s situation is unique and requires a customized solution. However, if you recognize the warning signs of mental health issues early on, you can prepare and ensure that your company is equipped to handle any legal action.
How HR for Health Can Help
Ready to get started with HR for Health? Contact us today to set up a fifteen-minute consultation and learn more about how HR for Health can help your practice grow and protect you from various HR challenges.
