In the current economy, every penny counts. Workplace productivity is now more essential than ever, especially because many companies have downsized workforces. As a result, employees are stretched thin and are being asked to do more with less.
Imagine for a moment that you’re in pain — a lot of pain. No matter how you sit or position yourself, you seem to still be hurting. You spent months on bed rest and now use a wheelchair to get around, but even though it’s progress, the progress is slow. It’s not just the physical pain that’s an issue — your disability has caused you to be emotionally drained, as well.
A common misconception about a workplace accommodation is that it involves providing an employee with a new chair or an ergonomic keyboard. This simply is not the case, as many return-to-work or stay-at-work efforts involve a mental health need. In fact, I recently assisted a 34-year-old employee return to work after a short-term disability leave prompted by depression and anxiety.
In the third part of my presenteeism series, I’m going to explore the cost of presenteeism caused by one group of medical conditions: behavioral health. Previously, I focused on the big-picture perspective of the cost of presenteeism to employers. Understanding specifically how behavioral health conditions can impact your organization is an important next step to creating and maintaining a healthy work environment for your employees.
As people begin traveling for their summer vacations, they likely will use maps and signs to bypass the dead ends, and reach their destinations safely. Much like traveling, “reading the signs” also applies to mental health issues.
Depression is on the rise in the workplace today, and it’s pertinent for employers and employees to be able to recognize the signs and symptoms. The sooner they do, the more quickly employees can receive professional treatment and return to their life, and work healthier, happier and more productive.