Helping a Colleague with an Anxiety Disorder

Infographic on Managing Someone with a Mental Health Condition (PDF)
(beyondblue.org.au

​Seven tips to support an employee at work
This fact sheet is endorsed and supported by WorkSafe Victoria.
www.beyondblue.org.au

Because everyone’s circumstances are different, a plan to help someone return to work or stay at work will need to be tailored for the individual, taking into account some general points. A good question to ask yourself is: “What would we do if it were a physical illness?” Many of the management principles are the same, including:

1. Offering support
Ask the person if there is anything you can do to support them to remain at or return to work. This may include advice about where to get assistance. The employee may not wish to take up your offer, but it’s important to let them know support is available.

2. Developing a plan to remain at or return to work
Collaborative plans that meet both parties’ needs – rather than something to be complied with – are much more likely to succeed. Don’t make assumptions about what the employee finds challenging or what will benefit them. Rather, talk about it together as you work through the following steps:

• Before preparing a plan, talk with the employee, set realistic goals with them and outline a process to monitor how they are progressing.
• Ensure that you have written permission from the employee to contact their treating health practitioner(s).
• Contact the treating health practitioner(s) to seek advice on specific issues that should be considered, as well as strategies to support the employee as they return to/ remain at work.
• Prepare the plan in consultation with the employee, their treating practitioner(s), and the occupational rehabilitation provider (if one is involved).
• Review the plan regularly, taking into consideration any changes to the employee’s condition or challenges they may be experiencing.

3. Being inclusive
Experiencing anxiety or depression can make people feel less confident at times. Help the employee to feel more comfortable by including them in meetings and work social events to support their recovery. Fear of stigma – actual or perceived – can also affect people’s confidence. Speak openly about mental health conditions in the workplace and encourage others to do the same.

4. Staying in touch
If an employee has taken some time off as part of their recovery, keeping in touch will make their return to the workplace smoother and easier for everyone involved. Maintaining connections with colleagues and the workplace can help employees feel valued. It also gives them an opportunity to give their opinion on decisions or changes in the workplace, even if they aren’t there. However, it’s also important that the employee doesn’t feel pressured to return to work before they’re fully ready.

5. Addressing the causes
If there are specific work-related factors which the employee feels have contributed to their condition, it’s important that you listen to their views and take action where appropriate. This can help to improve outcomes for the individual and for the organisation, as well as ensuring that other employees are not at risk.

6. Setting clear expectations
Good planning prevents confusion. Writing up a return to work or
stay at work plan which includes the nature of duties and hours
of work sets clear expectations for all involved. Everyone should agree to be flexible to allow for any changes that may occur during recovery. Any agreed workplace modifications should be implemented gradually to allow for adjustment.
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7. Maintaining confidentiality and privacy
While it’s important to inform the wider team of any changes that affect them, such as reallocating workloads or a reduction of hours, the details of the employee’s condition and treatment must remain confidential unless they give their permission. Talk to the person about what they would like other colleagues to know and how they’d like to share this information.

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Managers aren’t doing enough to support anxious employees—here’s how to start​
1. Check in with everybody — and more than once
2. Connect employees with the right resources
3. Be as vulnerable as you feel comfortable with
4. Depersonalize the feeling

How to manage an employee with anxiety at work
​Signs of employee anxiety to look out for include:‍

• A loss of confidence or self esteem
• Avoiding social situations or meetings
• Difficulty making decisions or meeting deadlines
• Being overwhelmed by situations that they would have handled easily before 
• Lack of concentration
• Scripting conversations or presentations in detail
• Increased conflict with co-workers
• Turning their camera off on video calls
• Absenteeism

🙅‍♀️Be conscious of your professional boundaries
❓Ask them what support they need ‍
🚩 Point people towards anxiety resources 
⏰ Offer more flexibility
💻 Communicate any changes to workload
🗓 Avoid mystery meetings
🗣 Arrange personal check-ins
🧠 Respect alone time

​Tips for Assisting Employees with Depression and Anxiety Disorders​

1. Create a welcoming environment.
2. Have an open-door policy.
3. Identify behavior
4. Respond appropriately.
5. Maintain confidentiality.
6. Make a plan.
7. Set expectations.
8. Be flexible.
9. Provide constructive feedback.
10. Offer support.

How To Manage Workplace Anxiety 
What are some of the symptoms of workplace anxiety?

• Feeling overwhelmed, anxious, and exhausted, both at work and during non-work hours

• Dreading going to work

• Insomnia, poor productivity, and inability to focus

• Feeling of having a pit in the stomach or sinking feeling when thinking about work or while going to work

• Worrying about work during off hours, unable to “turn off” from work mode

• Feeling isolated, burned out, and having a bleak outlook on life

What causes workplace anxiety?

• Lack of inclusion and diversity

• Employees feeling disrespected

• Unethical behavior

• Workplaces that are cutthroat and not collaborative

• Normalized toxic interpersonal dynamics and bullying, especially when coming from supervisors and people in power

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Giving Feedback to Employees with Anxiety: A How-To Guide

• Creating a culture that normalizes mental health challenges.

• Schedule the review within a day or so of the actual meeting.

• Listen more than you talk.
• Watch your body language.
• Serve the compliment sandwich.
• Reinforce their psychological safety.
• Focus on the problem, not the person.
• Check-in regularly.
• Supply the right tools.

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When Your Employee Discloses a Mental Health Condition