Disciplining Employees with Mental Health Issues (With Care!)
There’s a delicate task when managing employees that many managers and leaders struggle with: disciplining an employee with mental health issues.
But before diving into anything specific, we want to implore you to re-visit the word “discipline” in general. Recognizing that mental health conditions can affect behaviour might help you understand that an employee might not need “discipline” as much as understanding and empathy.
The Basics: Disciplining Employees with Mental Health Issues
Disciplining an employee with mental health issues requires a sensitive and thoughtful approach. It's important to understand that mental health conditions can significantly impact an employee's behaviour and performance even without their knowledge. Before anything, ensure you’re well informed about the specific mental health issues involved and how they might affect the employee's work.
Clear communication is key when “disciplining” an employee with mental health issues (only after understanding their mental health conditions, perhaps by a qualified professional).
After understanding this, setting clear expectations, having regular feedback, and making sure your employee understands what’s expected of them will help you both get on the same page — using an approach and language that they understand.
It’s important to note that consistency and fairness are crucial in the disciplinary process. All employees should be treated equally, and any disciplinary actions should be based on clear, documented policies. Make sure you’re aware of the Accessible Canada Act so you can make sure you’re legally protecting the rights of your employees while maintaining a fair and supportive workplace environment.
What's Considered "Mental Health Issues?"
Mental health issues in the workplace can include a variety of conditions that affect an employee's mood, thinking, and behaviour.
Common mental health issues or disabilities that might impact employees include…
Bipolar disorder
ADD
OCD
Autism
But there are plenty more that might not be as common and extend off this list. These conditions can manifest in different ways, such as changes in productivity, increased absenteeism, or difficulty concentrating.
Depression may lead to feelings of sadness, fatigue, and a lack of interest in work. Anxiety might cause excessive worry, restlessness, or panic attacks. Bipolar disorder can result in extreme mood swings, from periods of high energy and activity to episodes of deep depression, etc.
Recognizing these signs can help managers provide the necessary support and make informed decisions when addressing performance issues.
Stigmas and Misconceptions Around Mental Health in the Workplace
It’s important to understand that employee mental health in the workplace is often surrounded by myths and misconceptions.
Assuming Mental Health Issues Are Rare
Many people think that mental health issues are not common in the workplace. However, mental health conditions affect a significant portion of the workforce. There are many employees struggling with mental illness and in turn, many more mental health resources to help organizations better navigate making their workspace safe and accepting.
The problem with organizations that don’t address this? Increased absenteeism, lower productivity, and a negative work environment overall.
Equating Mental Health Issues with Weakness
People with mental health conditions often display remarkable strength and resilience as they manage their symptoms and continue to perform their job duties. Equating mental health issues with weakness can negatively affect employee morale and productivity.
Employees may feel ashamed or afraid to seek help, which may even worsen their condition or workplace environment.
Believing Mental Health Issues Are a Choice
Mental health conditions are not a matter of personal choice or willpower. These conditions arise from a complex mix of biological and environmental factors.
Genetics can play a significant role in mental health, making some individuals more susceptible to conditions like depression or anxiety.
Environmental factors, such as trauma, stress, and life experiences, also contribute to the development of mental health issues. It’s crucial to understand that no one chooses to have a mental health condition, just like no one chooses to have a physical illness. Instead of judging individuals, we need to offer understanding and support.
What to Know About the Accessible Canada Act
The Accessible Act was introduced in 2018 and came into force in 2019, defining the barriers and disabilities, and emphasizing their impact on full participation in society. A big part of this is requiring organizations to have accessibility plans and to update them every 3 years.
Look through the ACA yourself so you can better understand its guidelines.
Redefining "Discipline" and Healthy Management Approaches
It's time to shift from punitive discipline to supportive management practices and disciplining with care.
Traditional discipline focuses on punishment, which can often worsen mental health issues and lower morale. Instead, a compassionate approach to employee discipline can foster a healthier workplace. “Disciplining with care,” or simply having a compassionate approach to managing employees with disabilities involves understanding the root causes of behaviour and providing support to help employees improve.
Managers should focus on clear communication, setting realistic expectations, and offering resources or other employee mental health programs so their employees can feel accepted and understood in the space.
Creating a Supportive Workplace Environment
Leaders should promote open communication and encourage employees to share their concerns without fear of judgment. Implementing mental health awareness programs and providing access to mental health resources can also make a significant difference.
Regular training sessions for employees and managers on mental health can also help build a supportive environment where everyone feels safe and valued, and employee mental health benefits can show your team members that you actively invest in their self-care.
Recognizing Signs of Struggle
Managers need to be able to recognize when an employee is struggling with their mental health. Signs may include changes in behaviour, such as increased absenteeism, reduced productivity, or noticeable changes in mood.
This is where programs like Mental Health First Aid (MHFA) training comes in, where managers and team members are equipped to know how to see signs of mental health struggles. After all, early intervention is key to preventing more serious issues and helping your organization avoid wrongfully terminating an employee with mental health issues.
Disciplinary Actions with Empathy
We’ve talked about the word “discipline” and how leaders may want to replace this with having an empathetic, open understanding of where their employees are coming from to understand their perspectives and challenges.
For example, instead of issuing a strict warning right away, you could discuss what support the employee might need to improve their performance.
Empathetic disciplinary practices balance accountability with support. One approach could be offering a performance improvement plan that includes regular check-ins and access to resources like counselling or stress management workshops. This not only addresses the issue but also provides the employee with the tools to succeed.
This helps build trust and shows that you are committed to their development and well-being. This can lead to increased loyalty and motivation, as the employee feels valued and supported.
Training and Educating Managers
There are many resources available to help managers develop these skills. Workshops, online courses, and webinars on mental health awareness and supportive management practices can be highly beneficial.
Organizations might also partner with mental health professionals (like us at Access Therapy!) to provide tailored training sessions and more insight into working with employees with mental health issues or disabilities.
Well-trained managers can significantly improve employee well-being and workplace culture. They’re better equipped to support their teams, leading to a more inclusive and empathetic work environment. This can reduce stigma, improve employee morale, and increase productivity as employees feel more comfortable and supported in their roles.
Mental Health Employee Resource Groups are also a great way to create a support system of team members who can show support for your employees.
Foster a Healthy Workplace with Access Therapy!
At Access Therapy, we believe that providing employees with access to therapy and mental health resources can transform your workplace.
Our Hamilton therapy offices are designed to offer a safe space where employees can openly discuss their concerns, leading to better stress management and enhanced mental well-being.
Take the first step towards a healthier workplace one where disciplining an employee with mental health issues might instead simply be a productive, empathetic conversation that leads to a shared understanding! Book a free consultation with us today and see how our comprehensive mental health programs can help you improve productivity and employee morale!
