¿Cómo puede apoyar eficazmente a los empleados con ansiedad o depresión?

When someone is anxious or depressed, it's important to manage your own energy when spending time with them. Be empathetic, non judgmental, listen deeply and offer support. Offer advice only if asked to because they may just want a safe space to share. Respect their privacy by keeping their experience between the two of you (unless asked to share it with others). Suggest where they can get additional support if that would be supportive.

Few signs can be identified include 1. Behavioral Changes, 2. Physical Symptoms 3. Emotional Distress, 4. Social Withdrawal 5.Communication Changes, 6. Attendance Issues,

Signs is the self explanatory word, to help one understand what's happening. Mind & Body are connected, thus unprocessed emotions, are shown through signs; our body conveys what our mind has in store. These signs are exhibited through changes in mood, behaviour, health, appetite, being withdrawn, increase or decrease in habits like smoking/ beverages/tea/ coffee that one usually consumes. Crying & or feeling angry/irritated at smallest things are also signs. Missing on understanding these signs can pave way for serious emotional & physical health issues. After all, stress is energy that needs to be released, if contained, it breeds debilitating effect on mind & body leading to decreased productivity & happiness.

Offering flexibility in terms of leave, assigning buddy, realigning targets can help ease the perceived burden. Creating conducive work environment helps to keep up the hope and builds purpose to keep going on. Employee is not just a 'productive mechanism' but a legacy that can be a contributer to the organisations long term success.

Offering flexibility in the workplace can significantly contribute to employee well-being and satisfaction. It include flexible leave policies, wellness programs and remote work options.

Teaching a simple technique like box breathing can be very useful with showing how anxiety can be quickly shifted. With that experience, it’s an opportunity to suggest seeking a professional to help resolve the deeper rooted issues that cause the anxiety so employees don’t need to cope with it which can lead to a significant improvement to both quality of work and life.

It's essential to tailor resources to the specific needs and policies of your organization. Additionally, encouraging open communication and reducing stigma around mental health can contribute to a supportive workplace culture. we need to include mental health resources, stress management resources, work-life balance resources and general well-being.

This. All of this. I've had the unfortunate experience of going through subconscious trauma awakening while in a very non-trauma informed environment that pushed all my subconscious buttons that I had no idea I had or only realized partially .... And it turned out that there was no Empathy served at the table. I got Sympathy initially, that turned out to be Pity in the end ... "I'm sorry for your person"... My person is emotionally free and expresses emotionally, thank you. I'm very happy for my person. My advice: where there isn't Humanity and Compassion at the table, the trauma informed kind ... make sure you are getting up before it's too late, go find another table or build your own table where these values are served at the table.

This approach prioritizes safety, trust, and empowerment. Implementing trauma-informed practices requires ongoing commitment and a willingness to adapt to the evolving needs of your team. Choice & control and cultural sensitivity also important principle.

In addition to these, work would need to be done to ensure that the work environment itself is a safe one. Promoting a culture of compassion within an organization requires proactive efforts from managers to cultivate empathy, understanding, and support among team members. A particularly useful cheat code to foster a culture of compassion is through leading by example. Managers should exemplify compassionate behavior in their interactions with employees and demonstrate empathy, active listening, and understanding. When leaders model compassionate behavior, it sets a positive tone for the entire team.

Self-care is not selfish; it's a necessary part of maintaining your health and resilience. By prioritizing your well-being, you'll be better equipped to handle life's challenges and support those around you. Be blessed.

Additional actions might include: - Training for line managers (business owner or general manager for smaller companies) to recognise the signs of anxiety, depression, stress, burnout etc. - Implementing even simple guidance with steps what could be done in any of these cases - Offering the so called Employee Assistance programs where employees have access to helpline and can talk confidentially with specialist about their challenges not only at work but also at home or in general; access to apps for improving physical and mental health - Keeping the communication with the employees open, offering support and temporarily accommodation if possible - Monitoring the workload and relationships in the teams