You don't have to be sick to get better

Psychological symptoms are part of life, yet we often find it difficult to talk about them. When it does happen, we often do not know how to behave. Awkward silences fall, there is nervous laughter and a new topic of conversation follows as quickly as possible.

However, no one thinks it's crazy or weird when you say, "I have back trouble." Usually you immediately get a whole range of well-meaning advice and the phone number of "the best osteopath in the world" or "the physiotherapist who changes lives. But if you say, "I've been having dark thoughts lately," a quasi instant mild panic ensues.

We never actually learned how to deal with this. Ignoring is much more convenient or overdoing it, which is also possible, because if you put a big splash on it, it does pass. But that's really not necessary at all. We are human, we react to things we experience, we feel, we have emotions, that's just the way it is. However, the way we react to events, our coping, is different for all of us. It's as simple as that.

Socially, we have figured out that a diagnosis is needed to deal with a problem. "The doctor prescribed me antidepressants" is apparently easier to report as well as to hear. Only when there is a diagnosis can it be there. What would happen if we stopped doing this? Imagine if we just gave each other the space to talk about emotions and feelings and indicate what this mutually does. How would this affect our work? You don't have to be sick to get better.

Speaking is Jessica Torrente, psychologist and director of PSION, part of paraDIGMA group.

How do mental health issues in general affect employees; what do you see in their functioning, how does it translate in and at work?

The variety of mental health symptoms is obviously wide. What is certain is that people function differently than they normally do. They are fatigued, strike up fretting and grinding so that concentrating eventually becomes a problem. There are often numerous physical complaints and discomforts as well. Their resistance is low and resilience limited. Timely notification of the employer and an open discussion are crucial. Because having psychological complaints does not necessarily mean staying at home. Often staying at work is a much better choice. Provided that attention is paid to the temporary limitations.

How important is the manager's approach in preventing (psychological) absenteeism, and why?

It is important for a manager to keep in touch with employees and have real conversations. He must invest in the working relationship and ensure that communication runs smoothly in both directions. Employees must feel safe and free to express what is bothering them, even if it is just a feeling. A supervisor must be able to openly express concerns, both when they are concerned and when they do not understand why the complaints described are having such an impact. An open, sincere nonjudgmental attitude is essential. When employees feel recognized, seen and valued, a sense of belonging and commitment is created, which ultimately also contributes to a positive state of mind.

Therefore, make mental well-being a joint responsibility and express it as such to your employees. No medical knowledge is required for this. Simply acknowledge the other person's feelings and emotions and discuss together what this means for the person in question and the work.

Why is it so important to discuss this?

Psychological complaints have an enormous impact on a person and his/her environment. Functioning and productivity are negatively affected, happiness at work decreases visibly and relationships in the workplace come under pressure. Ignoring or not daring to discuss emotions, feelings and complaints ultimately leads to the most obvious way out: calling in sick. The diagnosis is made, the label pasted and the person becomes a patient. No one gets better or happier as a result. So prevention remains a thousand times better than cure.

Tips from Torrente!

• As a manager, keep connection with your employees, Make them feel safe to share problems with you. Believe and trust them.
• Have open and honest conversations even when complicated or sensitive issues are involved. Make mental well-being a joint responsibility.
• Stay calm. We are all not feeling well at times. Sometimes it just blows over and a person can manage quite well on their own.

Do you have an employee currently struggling with mental health issues and would like support? In addition to employee support, we also offer various training courses, workshops and 'coaching on the job' for managers. Contact contact @paradigmagroep.be and make a no-obligation appointment.