Dr. Miller’s practice team members, DeNese (in purple) and Effie (in blue). Dr. Miller says it’s important to support employees who may be experiencing depression.
Identifying depression among employees & providing support
By Pamela Miller, OD, FAAO, JD, FNAP
Sept. 11, 2024
When an employee’s behavior and performance at work changes, it’s only natural to be concerned. The question is, what do you do with that concern?
Here are points to consider for reaching out to employees potentially struggling with depression, so you can both help them and maintain a productive, upbeat office environment.
Distinguishing Clinical from Non-Clinical Depression
The kind of depression I am addressing in this article is non-clinical. That means it’s the kind of depression in which a person is still functioning, and appears to be in no danger of harming themselves or others.
Rather, you notice that their mood and personality has shifted, they seem down or irritable and their work performance is being impacted.
The difference between clinical and non-clinical depression is also the length and severity of the change in behavior which you notice.
An employee who is struggling with what appears to be clinical depression needs professional help beyond what their employer or a friend can provide.
What Behaviors Should I be on the Lookout For?
Employees struggling with depression may start coming in late frequently, losing or gaining weight, or lacking their usual level of energy. The thought may occur to you that this is not the same person you hired.
In addition, a person who is depressed may stop caring for their appearance, so that their personal grooming is affected. They don’t show up for work looking as put together and professional as they used to.
What Causes Depression?
Depression is often triggered by life events such as the death of a loved one, a divorce or bad break-up, financial difficulties, illness, or any other situation that fundamentally changes a person’s life.
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What Do I Do for My Employee?
An employee dealing with depression requires empathy as much as a patient in your exam chair does when discussing a challenging visual or eye health concern with you.
It’s important to approach the conversation from a place of concern, and to try your best to work with them to come up with solutions.
Any way you look at it, depression can be serious, life-altering and can affect your office and patient care. It is not to be taken lightly or sloughed off casually or with met with “just get over it.” It requires a serious approach on your part.
As an OD, you don’t have the skill-set, knowledge or education to provide or recommend treatment to a person with depression. You need to tread lightly; thinking before you act.
A better option is to sit down privately with them and express your concern.
You might say: “Judy, I’m concerned about you. You don’t seem like yourself lately. You’ve been coming in late at least a few days a week and are suddenly unable to finish all of your work. You don’t seem to be your normal self. Is there something going on that I can help you with? I value you, and the work you do here is important. Do we need to change your hours, so you can come in later and leave later? Or is there anything else I can do to make things easier for you during this time?”
What Recommendations Can You Make?
As a non-mental health professional you have to tread carefully about making recommendations to psychologists or therapists, but if you, yourself, benefited from that kind of help, you could share your own story.
You also could suggest that the employee speak to a friend, or if they are active in a religious congregation, that they speak to the leader of that congregation, be that a minister, priest, rabbi, or other religious official.
In addition, you could share ideas for cheering them up, like getting involved in a new activity, or if they are drawn to animals, adopting a pet.
Speaking from your own experience in what works for you when you get down can be effective. You might say: “I can’t speak for you, but sometimes I get a little down and I find that going out for a walk, taking my dog outside to play, or going to the movies, cheers me up.”
Respond to the Concerns of Employee’s Co-Workers Without Violating Employee’s Privacy
When an employee’s behavior and work performance changes, their co-workers likely will notice, and some may approach you about it.
You want to be open to receiving this information, but you never want to violate the privacy of the employee dealing with depression.
“Thank you for letting me know,” you might say to the employee who comes to you with concern about their colleague’s well-being and/or work performance. I appreciate you letting me know that this is affecting your work life. We’re all family here. We all go through tough times. That’s when it’s important for us to work together to find solutions.”
Showing concern for employees who may be experiencing depression, and working with them (and their co-workers), to find solutions to get them through a challenging time, is part of having a positive work culture.
Of course, it is appropriate to document any discussion you have with your employee, being careful to document the behavior concerning you, if other employees have spoken with you, and what, if any, counseling or assistance you offered to your employee.
Being non-judgmental, but concerned, is a fine line to straddle in your effort to deal with the issue, your employee(s) and the overall health of your office.
Showing empathy and interest in helping lets your employees know you are there for them when they need you, and that they are part of a mutually supportive team.
Pamela Miller, OD, FAAO, JD, FNAP, has a solo optometric practice in San Bernadino, Calif. She holds a law degree and a therapeutic license, is California State Board-certified and glaucoma-certified to prescribe eye medications, and offers comprehensive vision care, contact lenses, visual therapy and low vision services. To contact her: drpam@omnivision.com
