March 26, 2024 • 13 mins
Episode 46: Navigating Mental Health Issues in Corporate America
Anxiety and Depression are growing problems in America. According to Forbes, 19% of US Adults suffer from some form of Anxiety and Depression. Unfortunately, one of the side effects of Anxiety and Depression is procrastination. The COVID-19 pandemic accelerated this problem, increasing Anxiety and Depression among adults by 25% since 2020, according to the World Health Organization. As a manager, you are more likely to encounter an employee who suffers from Anxiety and Depression than at any other time in American history. How should you handle a poor-performing employee who suffers from Anxiety and Depression? We discuss some possible options in the episode.
Want to improve your negotiation skills? Take the 100 Days of Rejection Therapy Challenge. The goal of the 100 Days of Rejection Therapy Challenge is to desensitize yourself to the pain of rejection and to overcome fear. Check out the website at https://www.rejectiontherapy.com/100-days-of-rejection-therapy. I took several challenges. Click the links to see if I got rejected during my negotiations: (1) Rejection 7: Speak Over Costco's Intercom - https://youtu.be/AycKKgP21fQ (2) Rejection 43: Hug a Walmart Greeter - https://youtu.be/GSjyly_C8pM
Subscribe to Ceyero Consulting's YouTube Channel. Track my progress as I complete all 100 Challenges.https://www.youtube.com/channel/UC7lxMSEtBOAgNBOPrmA9O_w
Need help to develop a business pitch for your startup or small business? Check out my online course "How To Develop A Winning Business Pitch" https://ceyero-consulting-eschool.thinkific.com/courses/how-to-develop-a-winning-business-pitch. The course is only $139.00. Are you thinking of launching a business? Please check out my book, #Guerrillapreneur: Small Business Strategy for Davids Wanting to Defeat Goliath, available on Amazon, Barnes & Noble, and iTunes - shorturl.at/tvLM9
If you like this episode, please subscribe to this podcast and leave us a comment. Please share this episode with your colleagues. Follow us on Twitter @ceyeroconsltg, Instagram, and Facebook @ceyeroconsulting. Please find us on the web at https://www.ceyero.com.
Suppose you like Career Coaching Xs and Os. In that case, you might also like my other two business podcasts, #Guerrillapreneur: The Art of Waging Small Business Warfare (Mastermind Interviews with Entrepreneurs, Consultants, and Business Mavericks) and #Gigging: Everything and Sharing Economy (news and predictions about the Sharing Economy).
Become a supporter of this podcast: https://www.spreaker.com/podcast/career-coaching-xs-and-os--3047801/support.
Anxiety and Depression are growing problems in America. According to Forbes, 19% of US Adults suffer from some form of Anxiety and Depression. Unfortunately, one of the side effects of Anxiety and Depression is procrastination. The COVID-19 pandemic accelerated this problem, increasing Anxiety and Depression among adults by 25% since 2020, according to the World Health Organization. As a manager, you are more likely to encounter an employee who suffers from Anxiety and Depression than at any other time in American history. How should you handle a poor-performing employee who suffers from Anxiety and Depression? We discuss some possible options in the episode.
Want to improve your negotiation skills? Take the 100 Days of Rejection Therapy Challenge. The goal of the 100 Days of Rejection Therapy Challenge is to desensitize yourself to the pain of rejection and to overcome fear. Check out the website at https://www.rejectiontherapy.com/100-days-of-rejection-therapy. I took several challenges. Click the links to see if I got rejected during my negotiations: (1) Rejection 7: Speak Over Costco's Intercom - https://youtu.be/AycKKgP21fQ (2) Rejection 43: Hug a Walmart Greeter - https://youtu.be/GSjyly_C8pM
Subscribe to Ceyero Consulting's YouTube Channel. Track my progress as I complete all 100 Challenges.https://www.youtube.com/channel/UC7lxMSEtBOAgNBOPrmA9O_w
Need help to develop a business pitch for your startup or small business? Check out my online course "How To Develop A Winning Business Pitch" https://ceyero-consulting-eschool.thinkific.com/courses/how-to-develop-a-winning-business-pitch. The course is only $139.00. Are you thinking of launching a business? Please check out my book, #Guerrillapreneur: Small Business Strategy for Davids Wanting to Defeat Goliath, available on Amazon, Barnes & Noble, and iTunes - shorturl.at/tvLM9
If you like this episode, please subscribe to this podcast and leave us a comment. Please share this episode with your colleagues. Follow us on Twitter @ceyeroconsltg, Instagram, and Facebook @ceyeroconsulting. Please find us on the web at https://www.ceyero.com.
Suppose you like Career Coaching Xs and Os. In that case, you might also like my other two business podcasts, #Guerrillapreneur: The Art of Waging Small Business Warfare (Mastermind Interviews with Entrepreneurs, Consultants, and Business Mavericks) and #Gigging: Everything and Sharing Economy (news and predictions about the Sharing Economy).
Become a supporter of this podcast: https://www.spreaker.com/podcast/career-coaching-xs-and-os--3047801/support.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:00):
This is career coaching x's and o's, and I am your host. Mark
Anthony Peterson, founder and thought leaderat Cierra Consulting, a small business strategy
and technology consulting for her A smallpart of our practice is executive coaching.
These episodes are the summation of someof those sessions. Welcome to episode forty
(00:27):
six entitled Navigating Mental Health Issues inCorporate America. Anxiety and depression are becoming
a big deal in the United States, and because it is, it's ultimately
going to affect you at your job. According to Forbes, forty million US
(00:51):
adults, roughly nineteen percent of theUS population have some form of anxiety disorder,
with the most common being generalized anxietydisorder or GAD, and the problem
has gotten worse since the COVID pandemic. The World Health Organization estimates that anxiety
(01:21):
and depression amongst adults went up awhopping twenty five percent from the start of
the COVID pandemic in twenty twenty.So certainly we are reaching epidemic levels when
it comes to this disorder, andit can have a profound impact on your
(01:45):
team, on your business if youdon't approach it correctly. I had a
senior executive come to me because oneof her previous star employees had so hit
the skids, and when she confrontedthis individual about the performance, she was
(02:08):
informed that this individual was now sufferingfrom anxiety and depression. And that's the
problem with anxiety. Anxiety can spuron bouts of procrastination that can take the
most productive person and nearly turn theminto an invalid stalling and pushing off work
(02:35):
not because they want to, it'sbecause they feel defeated. So in this
episode, I want to talk throughwhat I recommended to this executive. Now,
what should you do? Remember,you're not a doctor. You can't
(02:57):
prescribe any medicine or any sort oftreatment for this individual. You're that individual's
manager, and it's your job tohelp that person perform and to help your
team win. You have to keepthat in mind while also being a supportive
(03:17):
manager. I'm a person that believesin not leaving an individual behind, and
with that, I try every optionto give employees that are suffering from poor
performance an opportunity to find their wayback. And that's the type of approach
(03:44):
I would recommend to you. Ifyou're faced with this situation. Don't immediately
look to cut and run, butlook for a path that can work for
both of you to get that personperforming for your team. Now, I
recommended that this executive contact HR immediatelyand give HR their heads up and ask
(04:15):
HR to reach out to this individualand share all of the resources related to
mental health without disclosing the confidential informationthat was provided with you from the employee.
You want to give all of thoseresources to that person through the right
(04:38):
channel and encourage the employee to sitwith HR and receive that feedback and those
options. It also helps you inthe long run by making sure you've made
contact and disclosed what you're hoping todo with a department that's supposed to be
(05:03):
in place to help you accomplish thatgoal, and that's keeping happy employees so
they'll be more productive and better forthe overall company. Now, because the
condition was disclosed doesn't mean you stopthe performance evaluation process. In fact,
(05:26):
you may have to document more now. To be clear, you may have
to document more, and you wantto share that with the individual that because
you now understand the source behind thepoor performance doesn't mean the standards have changed
(05:48):
in terms of the performance. Youexpect setting that as the culture and managing
this situation give strong incentive for thatemployee to accept the help that's being offered
so that they can win their wayback in good graces. So documenting a
(06:14):
performance, talking through the performance,but also now increasing the frequency of the
feedback. A lot of companies willhave an annual review, some will have
a review every six months, Butin a situation like this that is very
(06:38):
delicate for the individual and for you, I'd recommend a three month check in
or a monthly check in because youhave to be assured that this person is
taking the appropriate steps to help themselvesso that they can improve their performance.
(07:00):
Now, when coming up with theperformance improvement plan, I recommend you flip
the script. Give the employee theoption of designing the methods that will help
them improve their performance while they workthrough the support mechanisms for managing their anxiety
(07:29):
and depression. Why, again,you're not the doctor. You don't know
what environments are best for improving thatperson's performance. They may have spoken with
a doctor, they may have recommendationsthat are not typical for corporate America,
(07:56):
but you may have to fight forit. As part of improving this person's
performance. Do they need a quietspace to work in. Do they need
to start their day at a differenttime. Do they need again the more
frequent check ins as an incentive toget past the procrastination. Allow that person
(08:20):
to design it. Why, nogood deed goes unpunished if you design it.
If you offer up extra meetings,extra processes that you think can help
that person, but then you don'tdeliver it, that can be held against
(08:41):
you should you have to move forwardwith terminating the individual. So keep that
in the back of your mind.Whatever you agree to, make sure you
can deliver it, because if youdon't, the person will say, I
(09:01):
could have improved my performance if youhad met with me every day like you
promised, but you didn't, SoI deserve it extra time at this company
to correct my promise. When youfulfill your obligation to meet with me every
day. Now you've just tied ananchor around your neck when you do that.
(09:30):
So the smart thing for you todo is to have them come up
with the recommendations, review those recommendationswith HR with your senior manager to get
the blessing. But make sure youhave committed that individual and not yourself to
the process. You're going to monitorthe process. You're not going to do
(09:52):
the heavy lifting that individual is.And with the growl number of anxiety and
depressant depression cases, you're going tohave to invest in going to training and
workshops that give you more resources,more tools for managing it because we're seeing
(10:18):
it pop up everywhere. The NFLis debating as we speak, ways to
help better manage mental health for theirplayers, both from the time they identify
them as prospects all the way throughtheir career and then post career. You're
(10:39):
seeing that in the NBA, You'reseeing discussions pop up in Major League Baseball
soccer. Because this is a growingepidemic, and certainly we'll see it become
an even greater issue at all levelswithin corporate America, executive suites all the
(11:05):
way down to entry level employees.And I want you capable of managing,
winning, and getting everybody across thefinish line and becoming that special manager that
can get things done. You'll behappy to know that the recommendations I gave
(11:30):
this executive were blessed by HR andit appears to be working. Not that
I'm shocked, not that I needto pat myself on the back because this
is a serious issue. I've seenit personally up and close myself, and
it is serious for you and theperson going through it, and God knows,
(11:54):
you may end up being one ofthose individuals who gets a late in
life diagnosis. So the more weknow, the more we can grow.
I hope you found this episode helpful. If so, hit subscribe. I
(12:15):
know you're gonna share this episode withyour colleagues because the best people listen to
this podcast. Tell us the issuesyou're struggling with in your career, and
guess what, We'll research them andwe might even do a podcast about them.
If you need more support, pleasefind us on the web at cerro
(12:41):
dot com, ce y e rO dot com and let us help you
develop a plan for your career.Follow us on Twitter, Instagram and Facebook
at Serro Consulting. This has beencareer coach, ex'es and o's and I
am your host, Mark Anthony Peterson, Founder and thought leader at Searrale Consulting,
This is career coaching x's and o's, and I am your host. Mark
Anthony Peterson, founder and thought leaderat Cierra Consulting, a small business strategy
and technology consulting for her A smallpart of our practice is executive coaching.
These episodes are the summation of someof those sessions. Welcome to episode forty
(00:27):
six entitled Navigating Mental Health Issues inCorporate America. Anxiety and depression are becoming
a big deal in the United States, and because it is, it's ultimately
going to affect you at your job. According to Forbes, forty million US
(00:51):
adults, roughly nineteen percent of theUS population have some form of anxiety disorder,
with the most common being generalized anxietydisorder or GAD, and the problem
has gotten worse since the COVID pandemic. The World Health Organization estimates that anxiety
(01:21):
and depression amongst adults went up awhopping twenty five percent from the start of
the COVID pandemic in twenty twenty.So certainly we are reaching epidemic levels when
it comes to this disorder, andit can have a profound impact on your
(01:45):
team, on your business if youdon't approach it correctly. I had a
senior executive come to me because oneof her previous star employees had so hit
the skids, and when she confrontedthis individual about the performance, she was
(02:08):
informed that this individual was now sufferingfrom anxiety and depression. And that's the
problem with anxiety. Anxiety can spuron bouts of procrastination that can take the
most productive person and nearly turn theminto an invalid stalling and pushing off work
(02:35):
not because they want to, it'sbecause they feel defeated. So in this
episode, I want to talk throughwhat I recommended to this executive. Now,
what should you do? Remember,you're not a doctor. You can't
(02:57):
prescribe any medicine or any sort oftreatment for this individual. You're that individual's
manager, and it's your job tohelp that person perform and to help your
team win. You have to keepthat in mind while also being a supportive
(03:17):
manager. I'm a person that believesin not leaving an individual behind, and
with that, I try every optionto give employees that are suffering from poor
performance an opportunity to find their wayback. And that's the type of approach
(03:44):
I would recommend to you. Ifyou're faced with this situation. Don't immediately
look to cut and run, butlook for a path that can work for
both of you to get that personperforming for your team. Now, I
recommended that this executive contact HR immediatelyand give HR their heads up and ask
(04:15):
HR to reach out to this individualand share all of the resources related to
mental health without disclosing the confidential informationthat was provided with you from the employee.
You want to give all of thoseresources to that person through the right
(04:38):
channel and encourage the employee to sitwith HR and receive that feedback and those
options. It also helps you inthe long run by making sure you've made
contact and disclosed what you're hoping todo with a department that's supposed to be
(05:03):
in place to help you accomplish thatgoal, and that's keeping happy employees so
they'll be more productive and better forthe overall company. Now, because the
condition was disclosed doesn't mean you stopthe performance evaluation process. In fact,
(05:26):
you may have to document more now. To be clear, you may have
to document more, and you wantto share that with the individual that because
you now understand the source behind thepoor performance doesn't mean the standards have changed
(05:48):
in terms of the performance. Youexpect setting that as the culture and managing
this situation give strong incentive for thatemployee to accept the help that's being offered
so that they can win their wayback in good graces. So documenting a
(06:14):
performance, talking through the performance,but also now increasing the frequency of the
feedback. A lot of companies willhave an annual review, some will have
a review every six months, Butin a situation like this that is very
(06:38):
delicate for the individual and for you, I'd recommend a three month check in
or a monthly check in because youhave to be assured that this person is
taking the appropriate steps to help themselvesso that they can improve their performance.
(07:00):
Now, when coming up with theperformance improvement plan, I recommend you flip
the script. Give the employee theoption of designing the methods that will help
them improve their performance while they workthrough the support mechanisms for managing their anxiety
(07:29):
and depression. Why, again,you're not the doctor. You don't know
what environments are best for improving thatperson's performance. They may have spoken with
a doctor, they may have recommendationsthat are not typical for corporate America,
(07:56):
but you may have to fight forit. As part of improving this person's
performance. Do they need a quietspace to work in. Do they need
to start their day at a differenttime. Do they need again the more
frequent check ins as an incentive toget past the procrastination. Allow that person
(08:20):
to design it. Why, nogood deed goes unpunished if you design it.
If you offer up extra meetings,extra processes that you think can help
that person, but then you don'tdeliver it, that can be held against
(08:41):
you should you have to move forwardwith terminating the individual. So keep that
in the back of your mind.Whatever you agree to, make sure you
can deliver it, because if youdon't, the person will say, I
(09:01):
could have improved my performance if youhad met with me every day like you
promised, but you didn't, SoI deserve it extra time at this company
to correct my promise. When youfulfill your obligation to meet with me every
day. Now you've just tied ananchor around your neck when you do that.
(09:30):
So the smart thing for you todo is to have them come up
with the recommendations, review those recommendationswith HR with your senior manager to get
the blessing. But make sure youhave committed that individual and not yourself to
the process. You're going to monitorthe process. You're not going to do
(09:52):
the heavy lifting that individual is.And with the growl number of anxiety and
depressant depression cases, you're going tohave to invest in going to training and
workshops that give you more resources,more tools for managing it because we're seeing
(10:18):
it pop up everywhere. The NFLis debating as we speak, ways to
help better manage mental health for theirplayers, both from the time they identify
them as prospects all the way throughtheir career and then post career. You're
(10:39):
seeing that in the NBA, You'reseeing discussions pop up in Major League Baseball
soccer. Because this is a growingepidemic, and certainly we'll see it become
an even greater issue at all levelswithin corporate America, executive suites all the
(11:05):
way down to entry level employees.And I want you capable of managing,
winning, and getting everybody across thefinish line and becoming that special manager that
can get things done. You'll behappy to know that the recommendations I gave
(11:30):
this executive were blessed by HR andit appears to be working. Not that
I'm shocked, not that I needto pat myself on the back because this
is a serious issue. I've seenit personally up and close myself, and
it is serious for you and theperson going through it, and God knows,
(11:54):
you may end up being one ofthose individuals who gets a late in
life diagnosis. So the more weknow, the more we can grow.
I hope you found this episode helpful. If so, hit subscribe. I
(12:15):
know you're gonna share this episode withyour colleagues because the best people listen to
this podcast. Tell us the issuesyou're struggling with in your career, and
guess what, We'll research them andwe might even do a podcast about them.
If you need more support, pleasefind us on the web at cerro
(12:41):
dot com, ce y e rO dot com and let us help you
develop a plan for your career.Follow us on Twitter, Instagram and Facebook
at Serro Consulting. This has beencareer coach, ex'es and o's and I
am your host, Mark Anthony Peterson, Founder and thought leader at Searrale Consulting,
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