While so many companies are constantly dealing with health and safety issues at their workplace – many of whom use Purcell Enterprises or other firms to create a positive and safe working environment for employees – that usually involve physical challenges like injury or illnesses, we have noted  from our clients that there has been a recent trend in alarm about mental health and emotional health issues. We may find people – or we may know someone – who has believed that mental or emotional challenges are a purely personal issue. No matter what our friend or family member or co-worker may be going through, it’s really none of our business. We can only be here and be available in case he or she asks for help.

[IMAGE CREDIT: Flickr user naturalhomecures34]Mental and emotional problems may seem like an inidividual problem, but they can adversely affect an entire workplace in terms or morale, productivity and safety. There are a few signs you can look for that may indicate a potential problem and risk to your overall workplace health.

While noble as that may be, the reality is that many people who are struggling with their own emotional or mental problems also believe that it is their own cross to bear, and they don’t usually reach out to others for help; they think they are alone and they are the only ones who understand what they are going through, so they can’t possibly look for help from someone who does not walk in their shoes. You or your company may be available to help, but you will not help because you’ll be waiting for a call that won’t come.

While many companies have ready assistance available to help employees stay physically healthy and safe so they don’t miss time from work, there is a lack of the same support and safeguards too keep employees on the job if they have mental or emotional problems. When an employee is distracted by these problems, they can adversely affect  his or her mood, ability to be productive or to be part of a team. And if left unchecked – you know, if your company is waiting for a call for help that does not come – it can progress to the employee being unfit for work and having to be gone for an extended period of time … or worse, in some cases.

Mental and emotional sress is not an individual problem alone – that individual affects everyone around him or her, whether at the workplace or at home. If you understand that the call for help won’t necessarily come on its own – at least we all should presume that going in – we have to be proactive in understanding the signs that there may be something emotionally or mentally wrong with a worker. Here are a few things to consider, and in a future post we’ll look at how you might best approach these things proactively to try to prevent having to observe these signs.

One of the things to keep in mind is to be aware of any “shocks” in a person’s life – such as if a worker lost a family member, is getting a divorce, etc. These things can be addressed proactively and aggressively so the worker can remain productive and positive while at the work site. If there are no apparent “shocks” to note, then supervisors and managers should look to some of these signs of potential trouble:

* Attitude changes – Does a usually engaged worker start to get more distant and detached from his or her colleagues> Or does one who pretty quiet start to become a bit more aggressive and vocal in the workplace?

* Tardiness or absenteeism – Is a usually productive and punctual worker suddenly showing up late because he or she “overslept” or is missing work altogether?

* Distracted – A productive worker is usually focused, but do you find that he or she is becoming more distracted and thus less productive?

* Fatigue – Is the worker coming to work looking and acting tired or worn-out?

* Substance abuse – Is a worker coming to work hung over, drunk or seeming to be on drugs?

* Rebellion – Does the worker generally know the rules and protocols of your company but is disregarding them and seems to have little or no interest in complying?

* Self-wounding comments – Have you heard a worker make comments about hurting himself or herself? Have you flagged any e-mails or company network messages that indicate suicidal thoughts or tendencies from a worker?

If you have not done so lately, then take an honest look at your team. Have a meeting with your departments heads to get a grasp on the mental and emotional well-being of your various team members and take an inventory of the concerns that you may have or what your leaders may see. Next, we’ll give you some risk factors and some advice on how to make mental and emotional health safety an important part of your overall health and safety plan for your workplace.