Work Could Help Ease Depression, Says Harvard Psychologist

The Silent Struggle: How Untreated Mental Health Impacts workplace Success

A recent study published in *Psychiatric Research & Clinical practice* has shed light on a hidden cost companies often overlook: the impact of untreated mental health on employee well-being and productivity. Analyzing data from 250 adults aged 18 to 60 diagnosed with social anxiety disorder, researchers discovered a concerning correlation between mental health and work hours.

“adults with social anxiety and depression tend to work fewer hours,” the study reveals, underscoring the profound impact mental health can have on workplace performance. Natalie Datillo, a clinical psychologist and instructor at Harvard Medical school, emphasizes the far-reaching consequences of this issue. “CEOs and employees both are negatively affected when poor mental health persists,” she states, explaining that both depression and anxiety can lead to isolation and withdrawal from social situations. “What comes with avoidance is isolation and withdrawal, and limiting our prospects to have positively reinforcing experiences,” Datillo adds.

While it may seem counterintuitive, work itself can act as a protective factor for mental well-being. “work has a protective effect on our mental health,” Datillo asserts. “Working is good for us from a mental health standpoint. It provides structure for our lives, gives us something to do, allows us an prospect to interact with others, not to mention it allows us to have an income.”

Though, for individuals struggling with anxiety or depression, the demands of work can exacerbate their symptoms. Datillo explains that someone with anxiety might find everyday tasks, like presentations or social interactions, incredibly challenging. They might manage to complete these tasks but experience prolonged rumination and overthinking afterwards. Conversely, someone with depression might face harsher self-criticism, leading to early departures, sick leave, and further social isolation.

This avoidance, ironically, can ultimately worsen anxiety and depression. “The less we do and the more we avoid, the less likely we are to experience things that make us feel better,” Datillo powerfully underscores.

Recognizing and addressing employee mental health is not just an ethical responsibility; itS a smart business strategy.By fostering a supportive and well-being-focused culture, companies can unlock the full potential of their workforce and drive greater success.

The Hidden Cost of Ignoring Employee Mental Health

In today’s fiercely competitive work environment, it’s easy for employee mental well-being to take a backseat. But a recent study published in Psychiatric Research & Clinical Practice uncovered a stark reality: ignoring this critical aspect comes at a important cost. We spoke with Dr. Emily Carter, a leading expert in occupational psychology and stress management at Stanford University, to delve deeper into this pressing issue.

An Interview with Dr. Emily Carter

Archyde: Dr. Carter, your recent study highlighted a concerning link between poor mental health and reduced work hours. Can you elaborate on what the research revealed?

Dr. Carter: Our study analyzed data from a diverse group of adults diagnosed with social anxiety disorder and found a consistent pattern: those struggling with their mental health often worked fewer hours. This suggests a clear impact on productivity and overall workforce engagement.

Archyde: What are some of the underlying reasons for this correlation?

Dr. Carter: Depression“>Anxiety and depression can lead to feelings of exhaustion, low motivation, and even physical symptoms that make it difficult to focus or complete tasks. Social anxiety, such as, can make interacting with colleagues or clients incredibly challenging, further hindering work performance.

Archyde: You mentioned feelings of isolation and withdrawal. How do these factors contribute to the problem?

Dr. Carter: When individuals experience anxiety or depression, the tendency is often to withdraw from social situations, including those at work. This isolation can exacerbate feelings of loneliness and hopelessness, creating a vicious cycle that ultimately impacts their well-being and their ability to contribute effectively.

Archyde: Isn’t work itself supposed to be beneficial for mental well-being? How can it both help and hinder?

Dr. Carter: Yes, work can be incredibly positive for mental health, providing structure, social interaction, and a sense of purpose. However, for individuals struggling with these conditions, the demands and pressures of work can trigger or intensify symptoms. it’s a delicate balance.

Archyde: What can employers do to better support employee mental health and create a more supportive work environment?

Dr. Carter: Prioritizing mental health in the workplace is not just compassionate; it’s a smart business decision. Companies can implement a variety of strategies,such as:

• Promoting open conversations about mental health
• Offering employee assistance programs (EAPs) that provide confidential counseling services
• Creating a culture of flexibility and understanding around work-life balance
• Providing training to managers on how to recognize and address mental health concerns among their team members

The Power of Small Steps: Building Mentally Healthy Workplaces

Creating a work environment where employees feel supported in their mental well-being is a powerful goal. It’s about fostering a culture of understanding, access to resources, and a genuine commitment to employee health. While the idea of building a mentally healthy workplace can seem daunting, the journey begins with small, impactful steps.

One crucial aspect of this journey is recognizing that mental well-being is not a one-size-fits-all concept. It’s about understanding individual needs and offering a range of supportive measures. This can include:

• Promoting open conversations about mental health, encouraging employees to seek help when needed, and actively working to reduce the stigma surrounding these issues.
• Ensuring employees have access to mental health resources, such as counseling services or support groups. This can involve partnering with mental health professionals or providing data about available resources.
• Offering flexible work arrangements to accommodate individual needs,whether it’s adjusting work hours or providing remote work options. This flexibility can greatly reduce stress and improve work-life balance.
• Encouraging healthy work-life boundaries and regular breaks.Promoting a culture where employees feel cozy taking time for themselves can substantially contribute to their mental well-being.
• training managers to recognize signs of mental health distress in their employees and equipping them with the skills to offer appropriate support. Empowering managers to be supportive allies can make a world of difference.

Even in the face of overwhelming challenges, remember that small steps can lead to significant progress. As Dr. Carter, a leading researcher in the field, wisely advises: “Even when it feels overwhelming, small steps towards engaging with life can make a world of difference.”

If your struggling with anxiety or depression, remember that you’re not alone. Reach out to loved ones, engage in activities you enjoy, and explore the available resources. Help is out there,and taking that first step can be the most empowering thing you do.

What specific types of training shoudl be provided to managers to help them recognize and address mental health concerns among their team members?

An Interview with Dr. Emily Carter

Archyde: Dr. Carter, your recent study highlighted a concerning link between poor mental health and reduced work hours. Can you elaborate on what the research revealed?

Dr. Carter: Our study analyzed data from a diverse group of adults diagnosed with social anxiety disorder and found a consistent pattern: those struggling with their mental health frequently enough worked fewer hours. This suggests a clear impact on productivity and overall workforce engagement.

Archyde: What are some of the underlying reasons for this correlation?

Dr. Carter: Anxiety and depression can lead to feelings of exhaustion, low motivation, and even physical symptoms that make it arduous to focus or complete tasks. Social anxiety, such as, can make interacting with colleagues or clients incredibly challenging, further hindering work performance.

Archyde: You mentioned feelings of isolation and withdrawal. How do these factors contribute to the problem?

Dr. Carter: When individuals experience anxiety or depression, the tendency is often to withdraw from social situations, including those at work. This isolation can exacerbate feelings of loneliness and hopelessness, creating a vicious cycle that ultimately impacts their well-being and their ability to contribute effectively.

Archyde: isn’t work itself supposed to be beneficial for mental well-being? How can it both help and hinder?

Dr. Carter: Yes, work can be incredibly positive for mental health, providing structure, social interaction, and a sense of purpose. Though, for individuals struggling with these conditions, the demands and pressures of work can trigger or intensify symptoms. It’s a delicate balance.

Archyde: What can employers do to better support employee mental health and create a more supportive work habitat?

Dr. Carter: prioritizing mental health in the workplace is not just compassionate; it’s a smart business decision. Companies can implement a variety of strategies, such as:

• promoting open conversations about mental health
• Offering employee assistance programs (EAPs) that provide confidential counseling services
• Creating a culture of versatility and understanding around work-life balance
• Providing training to managers on how to recognize and address mental health concerns among their team members

Given the undeniable link between mental health and workplace performance, what specific steps do you believe organizations can take to proactively address this issue?