How to manage changes in Employee Behaviour

Having a discussion with an employee regarding changes in their behaviour or lack of performance can be difficult, especially when you consider legal and relationship issues.

While it is not an employer’s job to diagnose changes in employees’ behaviour, statistics by SAME Australia show that approximately 20% of adults are affected by mental illness every year.  The cost of depression to employers is large. Beyond Blue reports that untreated depression costs 12 million days of reduced productivity each year and a loss of 6 million working days per year.

Beyond Blue writes that depression can affect people in a number of different ways.   Employers may notice an employee is finding it difficult to concentrate on a task, getting to work late, getting angry or frustrated with people and tasks easily or finding it difficult to meet reasonable deadlines.  It is important to understand that these behaviours are only signs and are not definite indicators that an employee is depressed.

If you notice these behaviours in an employee, remember that you are responding to the behaviours, not what you think are the underlying causes of the behaviour.  Employers who do not have the relevant qualifications to counsel their employees and should leave this up to medical professionals. 

It is generally not helpful to tell employees to ‘snap out of it’ or to ‘cheer up’. Instead, explain that you have noticed a change in their behaviour, listen in a non judgmental way and offer practical advice.  Offer an employee the option of making an appointment with an employee assistance provider, doctor or mental health professional.  Adopt flexible work practices to accommodate employee’s medical appointments and follow up with the employee to ensure they get professional help.  Always remember that an employee’s illness and treatment are confidential and to follow privacy laws.