Despite work being a significant part of most people's lives, many employers overlook the importance of mental health strategies. The stigma surrounding mental health and suicide can hinder the implementation of effective workplace interventions. However, statistics reveal that suicide is a leading cause of death for working-age adults (18-65), highlighting the need for workplace-based suicide prevention programs. Employers can take a proactive approach to mental health by fostering a supportive workplace culture that prioritizes employee well-being.
Healthy workplaces provide community support and a sense of belonging among employees, as well as reduce environmental aspects, such as stress, trauma, and life disruptions that can negatively affect employees. The National Workplace Suicide Prevention provides resources for employers, which include practices to promote mental health and suicide prevention.
Even without a formal suicide prevention program, managers should be vigilant in identifying signs of emotional distress among their employees. While there's no foolproof method for identifying suicidal thoughts, noticing specific behaviors can help individuals offer support and resources.
Here are some behaviors to look for:
- The employee becomes less communicative at work, starts missing meetings, and does not attend company social functions.
- The employee demonstrates extreme mood swings, heightened anxiety, agitation, and irritability.
- The employee’s job performance declines. They may withdraw from co-workers or show a lack of interest or cooperation among others.
- The employee talks about seeking revenge or being a burden to others.
- The employee’s personal hygiene has deteriorated.
- The employee’s absenteeism has increased, this could include an increase in time off requests.
Given the importance of identifying these warning signs, it's equally vital to prioritize employee well-being, especially in remote work environments.
Here are some actionable steps to monitor your team:
- Schedule regular video calls to connect and check in on how employees look and sound.
- Offer support by asking employees how they're feeling.
- Instead of small talk, ask meaningful questions that encourage deeper conversations.
- Be aware of subtle cues, like body language, tone of voice, and appearance, to gauge an employee's well-being.
If you have concerns about an employee, you can ask a co-worker or someone else that really knows them to check-in with them. Inquire if they've noticed any changes in the employee's behavior.
If management becomes concerned about an employee's behavior, start by having a compassionate conversation with the employee to offer reassurance and support. Management should communicate concerns about the employee's well-being and outline the specific changes that have been noticed. Tailoring questions to the employee's specific circumstances can elicit more meaningful responses.
Here are a few examples that narrow in on the potential concern:
- I know you lost your mother a few weeks ago. How have you been taking care of yourself during this challenging time?
- How are you coping with your living by yourself?
- I noticed that you have been a bit withdrawn lately. Is everything okay at home?
- How are you managing stress? Are there any stress-relief techniques or resources you'd like to explore
Do not blatantly ask an employee if they are having mental health issues. Asking an employee directly about their mental health is presumably unlawful. Instead you can ask them, “Is there any reason I need to be concerned about your safety?” Share that you are asking these questions because you care about the individual and want to ensure their safety. The most important thing to do is LISTEN. Do not offer answers or advice; instead encourage the person to seek support and help.
If comfortable, offer your support by encouraging the employee to seek professional help through your Employee Assistance Program (EAP), with a health care provider or if they have mentioned suicidal ideations, have them call 988, the Suicide & Crisis Lifeline. Let them know you're available to check in regularly.
