Employment Industry News
Dealing With Depression in the Workplace
February 2010
Depression ranks among the top three problems — along with family crisis and stress — for employee assistance professionals. The workplace cost of depression is significant. An MIT study estimated that it costs American industry $43.7 billion annually — including $23.8 billion due to absenteeism and reduced productivity, $7.5 billion in lost earnings due to depression-related suicide and $12.4 billion in direct care costs.
The issue of depression is important not only from an employee-relations standpoint, but one that you must consider in terms of FMLA and ADA requirements as well.
What makes the problem especially tough for managers and HR to deal with is that many employees suffering from depression may not even recognize the nature of their problem. And if they do, are often hesitant to tell their employers or even to seek treatment. Clinical depression, common as it is, still carries a stigma in the new century.
Striking a Balance
While employers are obviously concerned with productivity, it is important to strike a balance between the needs of the workplace and being sympathetic to an employee’s mental health needs. It’s also important to be able to distinguish between employees who are temporarily discouraged by events — everyone gets the blues from time to time — and those who have a serious clinical depression that needs medical treatment. The following tips may be useful:
BE AWARE of how your company’s culture may be affecting employee stress. During tough economic times pressure is up on everyone.
PROVIDE OPPORTUNITIES for stress release for employees, and publicly acknowledge the stress that the workforce may be under.
BE ALERT to the signs of clinical depression. Sudden changes in attitude or mood, productivity, efficiency, absenteeism,
energy level or personal appearance may be tip-offs that problems are far more serious than just being a little
discouraged.
If you spot any of these changes in an employee, call him or her in for a discussion. Be straightforward and workfocused. (“I’ve noticed that you have been out a lot lately; is there something wrong?”)
Do not provide advice or attempt to diagnose an employee. Refer the employee to your company’s EAP program, if you have one. If not, encourage the employee to see an appropriate licensed medical professional.
Be supportive, and follow up on all identified situations. Continue contact with employees you’re concerned about. It’s important both to signal your ongoing concern and to maintain focus on successful performance of job duties. ▲
For More Information:
Employee Assistance Association
Managing Employee Depression in the Workplace
National Institute on Mental Health – information on depression
Four Tips for a Winning Resume
Article originally featured on about.com
By Susan Heathfield for about.com
An employer can receive hundreds of resumes in response to an advertised position. For every hundred resumes an employer receives, only a few resumes stand out from the crowd. Want your resume to shine in the eyes of the employer you want to attract? Start by including a well-written resume cover letter with the resume. Then, follow these resume guidelines to create an interview winning resume that is head and shoulders above the crowd.
Formatting and feel, on a mailed-in resume, matter. Your resume, at first glance, can impress or depress the employer. Lots of open space, a clear, easy-to-read font such as 12 point Arial, and easy-to-find and skim information, entice the employer to read on. With electronic publishing, every mailed resume should be freshly printed on high quality paper. And don’t even think of sending your application to my company in your current employer’s envelope, or with metered postage. Think about what this says about the integrity of the candidate. I receive, at least, one of these a week. Envelopes do matter.
You will likely grow tired of hearing this but correct spelling, appropriate grammar, no missing words, and no typing mistakes make your resume an employer-pleaser right out of the starting gate. An error-free resume is rare. Indeed, some hiring managers will not further consider your candidacy if they find even one mistake. Every mistake makes me pause and think. Every mistake makes me question your carefulness, care, and attention to detail. Don’t make me pause; don’t make me think.
Contact Information: In this era of instant messaging, email, and cell phones, there is absolutely no reason to make contacting you difficult for the potential employer. Yet, over half the resumes I receive have no contact information except a home phone number. And guess what? You’re never home. Give the potential employer your cell phone number, even if you have to buy a mobile for your job search. Avoid the dreaded phone tag that may make you miss out on an interview altogether.
Write and customize an “objective” for each job and employer. The objective is your opportunity to connect your skills, experience, traits, and job requirements with those the employer is seeking. Read the job posting carefully and you can pick out exactly what the employer believes he needs. Don’t settle for a lame, “I seek a challenging opportunity to utilize my skills with a progressive employer who will provide opportunities for growth.”
In response to an ad for a marketing specialist, I received this customized objective: “I am seeking a position as a marketing specialist in a growing, environmentally conscious company that will utilize my current skills in the development of advertising and other marketing materials and website design and writing. At the same time, I hope to gain experience in market research, Internet competitive analysis, and market segmentation.” Who do you think I called?
Archived Articles
July 2009: Should You Survey Employees’ Thinking Now?
June 2009: Mastering Office Politics
May 2009: Leading in a Tough Economy
April 2009: Financial Woes Spur Some Short-term Hiring
April 2009: Do You Have a Strong Corporate Culture?
February 2009: Good Negotiation Means Good Listening