Depression and Burnout: Preventing Suicide in Your Organization
by Riku Lindholm, COO, Meru Health
People spend the majority of their day in their workplace, so it should not come as a surprise that workplace dynamics can have a large effect on a person’s well-being — and in particular, emotional well-being.
Depression in the workplace is a pervasive problem. According to the National Institute of Mental Health, depression is a disorder that affects how people feel, think, and handle activities of daily life. Some of the common signs and symptoms of depression are:
• Feelings of sadness, emptiness, or anxiety.
• Feeling worthless, guilty, or helpless.
• Irritability.
• Disinterest in activities that were previously enjoyable and fulfilling.
Because depression affects activities of daily life, it is common for depression to influence employee performance. The statistics associated with depression in the workplace are staggering:
• Up to 7% of full-time U.S. workers report experiencing depression within the last year.
• The total economic burden of depression is now estimated to be $210.5 billion annually.
Workplace suicide is a tragic consequence of depression among employees. According to the U.S. Bureau of Labor Statistics, 282 workplace suicides occurred in 2013. This is the highest number recorded since the agency started keeping track in 1992.
Beyond the victim, suicide in the workplace can have a deep and disturbing impact on everyone in the organization. Human resource departments and benefits managers can play a role in preventing suicide within their organization and helping employees recognize and address their depressive symptoms.
What Is Burnout?
Symptoms of depression are not the only concerning thing to watch for among employees. Burnout is another problem that could eventually lead to depression and ultimately suicide. Burnout describes the emotional exhaustion, cynicism, and ineffectiveness in the workplace that some people experience as a result of stressful conditions. It is not considered a formal mental illness, but it is often viewed as a mental health issue.
Burnout can strike when employees:
• Expect too much of themselves in their role.
• Feel as though the work they are doing is not good enough.
• Feel incompetent.
• Do not feel appreciated for the work they do.
• Have unreasonable expectations and demands placed upon them.
• Have jobs that are not a good fit for their skill set.
How Are Burnout and Depression Related?
One study, published in the Scandinavian Journal of Psychology, determined that burnout is a depressive condition. Depression is a mental illness that is generalized, and burnout is typically work-related. Nevertheless, the two share a certain set of symptoms. These include having difficulties in keeping energy levels up. Therefore, it follows that if you notice an employee is experiencing burnout, it is possible that underlying depression could be triggered and symptoms could escalate.
Medical professionals serve as a good example for the relationship between burnout and depression in the workplace. The Medscape National Physician Burnout & Depression Report for 2018, which surveyed 15,000 physicians across 29 different specialties, found that 42% of respondents reported feeling burned out. About 15% of these physicians reported experiencing some degree of depression — either colloquial depression (12%) or clinical depression (3%). This is more than twice the rate of the general U.S. population, and according to an investigation in the American Journal of Psychiatry, the suicide rate among physicians is also double that of the general population.
What Can You Do for People in Your Organization Who May Be Experiencing Burnout or Depression?
Workplaces can serve as a critical partner in the wider suicide prevention movement. Employers should be sure to distribute information about the health risks of burnout and depression and create safe spaces where managers and workers can take the time to discuss their stressors.
In particular, managers should be trained to take the time to do the following for anyone who may be experiencing depression or burnout:
• Ask him or her how they are doing.
• Listen without casting judgment.
• Mention changes they may have noticed in his or her behavior and express concern for their emotional well-being.
• Suggest that he or she speak with someone in your department or a mental health professional to discuss the problem further and devise a plan for moving forward.
• Provide easy and fast access to high quality care
Promote High Quality Mental Healthcare & Support in Your Organization
When it comes to depression and suicidal ideation, you do not have to be a therapist or doctor to make a difference in people’s lives. Make sure to have resources available to employees who may be silently suffering and make sure to promote overall positivity. Fostering a compassionate, respectful environment where everyone feels valued can help reduce the risk of suicide in your workplace.
Organizations should also implement robust employee assistance programs (EAPs), which provide a range of different services and resources. In general, EAPs provide assessment and services for addressing a range of personal problems and concerns that interfere with employees’ well-being and work performance — including burnout, depression, and the potential for suicide.
Beyond having EAPs, HR and Benefit departments need to provide easy and fast access to high quality mental healthcare & support to address depressive symptoms and the potential for suicide. Allow employees to attend therapy sessions and medical appointments trough online channels or face-to-face in working hours if needed.
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Meru Health is online medical clinic for treating depression and burnout Learn how we can help your company reduce sick leaves and improve productivity: https://www.meruhealth.com/organizations/
