Cheer Leaders! Organisational Behaviour

Ignoring tell-tale signs of employee depression can have adverse consequences on organisational well- being

Key learnings:

• Mental well -being is as important an aspect as the physical health of the employee
• Absenteeism, negative attitudes and unexplained behaviours cost the company in terms of money and healthy work culture

Absenteeism and lowered productivity as a result of physical stress and ill-health are causing a dip in the productivity levels of organsiations. However, depression and state of mental distress cause a lot more than just a drain in productivity levels.

Depressing facts:

Most often, depression is ignored and employees or individuals are told to pull up their socks and get going

• When an employee is depressed it affects his working pattern and thinking
• Depressed employees either think or worry too much or remain indifferent to situations and people around
• Depression costs employers USD 44 billion a year in lost productivity
  

Absenteeism and presenteesim Organisational losses because of absenteeism are always accounted for. But, many a times, presenteesim causes loss in terms of productivity. Presenteesim as a consequence of depression can be defined as "the people with depression showing up for work but not functioning at anywhere near full capacity. Some examples are failing to return phone calls, turning in poor-quality work, missing deadlines altogether, not following up on new business leads, being paralysed with indecision, inability to face work at all, coming in late, leaving early, or not even returning from lunch, difficulty in getting along with coworkers, withdrawing from the social environment at work."

Sadly, many of us brush aside these things hoping that time will help us overcome difficult situations. Doctors however warn that it is very important to identify signs of depression among employees. Some apparent symptoms are:

• Diminishing performance
• Absenteeism
• More mistakes at work
• Complaining of disturbed sleep and falling asleep at work
• Fatigued feeling all the time
• Losing the cheer factor
• Minimised concentration
• Upsetting talk and worrying always
• Displaying emotions at the drop of the hat
• Remaining isolated from co-workers
• Reluctance to join in informal meetings and fun outings
• Irritability and emotional outbursts
  

Sometimes depressed individuals spread gloom and the learning and development of the work place can be affected. Any team member's unhealthy attitude can create tensions and affect performance of the entire team.

Role of the employer

When any employee or co-worker exhibits any of the above mentioned signs, managers should address the issue immediately. Many companies offer Employee Assistance Programmes that include mental health and psychological counseling. Research shows that work place depression can cost the organisation millions and experts suggest that employers must encourage their employees to seek professional and medical help.

Helping workers

Learn more and keep employees' informed about depression and how to handle co-workers exhibiting signs of depression.

Awareness is the key here:

Mocking and ridicule can worsen things. All said and done depression is a disease that is curable.

1. Alert: Depressed people are prone to causing mishaps. An alert work environment can thwart risks. Similarly, suicidal tendencies or tendency to harm own self and others are particularly high. An effective EAP must ensure the best medical aid to such employees.
2. Be non-judgmental: Managers are not medically certified to deal with depression cases. It is in the best interest of all to refer such employees to the medical team or experts.
3. Confidential matters: Matters like treatment for depression needn't be discussed with co-workers.
4. Stay flexible: Help the employee by offering flexi schedules during the time of treatment and allowances so that his absence from work doesn't pinch him financially. By working form home the employee can feel connected without the pressures of office cubicle.

The time to be happy is here Psychologists, say socialisation, being appreciated at work and fulfilled work place often are major happiness factors. These are in all likelihood detriments to depression. Simple stapes like

• Doing a job you love
• Pursuing a hobby that can help you feel better
• Learning new skills
• Taking professional help to improve at work
• Creating a work/life balance

Doctors too urge managers and co-workers to eliminate bias against depressed employees. Many times the employee after the treatment puts in better efforts and drives higher productivity. Good managers believe that comprehending their staff's behaviour is as important as understanding their performance.

Timely interventions, medical help and supportive work environment can help employees cope with exhausting situations better and emerge confident and upbeat once again.

Reference: TheManageMentor.

How to Coach Your Boss

At the core of every toxic working environment is the toxic boss, manager or supervisor that breeds it. All roads go back to the manager. And if the manager isn't willing to change, then it's a safe bet that nothing will.

That's why to impact long lasting change, managers need to upgrade their style and approach to managing their people.The toxic boss is still alive and thriving. Sure, no breakthrough news here but what if you, as the recipient of this type of management style, could actually do something about it?

Knowing the type of boss you have, their limitations, their management style, their priorities, what drives them and how they communicate, helps you determine exactly where you stand, and what you can expect from them. After all, if you're looking for more individualized attention, support and training it may not be realistic to expect that from your current boss or even possible for that boss to provide you the support and training you need. And if that's the case, at least you now have the evidence to make a more educated and informed decision regarding whether or not to stay in your current position.

So, what can you do to turn around your boss's style of managing and how they communicate with you? Here's a twist. Start by coaching and supporting them using these three simple steps.

First: Coach Up. What can you to do support your boss? Most are used to their employees coming to them with problems and complaints. It's an interesting reaction you get when you approach them with, "Hi Mary. Listen I know how much we're all under the same pressure to produce and for you I can only imaging that it's even more intense. So, I just wanted to ask you what I might be able to do for you to possibly take some of that burden off, or if there's anything you see in my production or performance that I could be doing better which in turn we'd all win."

Next: Create the Opportunity to Discuss Expectations: The law of reciprocity applies. After you've determined how you can make his life a little easier, eventually, your manager can ask what he can do for you, which is your opportunity to ask if you can discuss the management style that you best respond to and how you want to be managed.

Finally: Set Your Boundaries: Bosses don’t know boundaries. Like it or not, through many managers eyes, their #1 responsibility is to run the company, not worry about your feelings. So stand up for yourself and establish your role, but always give 100%. While most of the time not premeditated, people, especially your boss will continually test you, over and over again, in the sense of what they can and cannot get away with when it comes to making requests and demands of you and how they can treat you. While a large percentage of people might initially be scared or intimidated to say something to their boss, in fear of some type of consequence or fallout, most of the time, managers are clueless about how they treat people and often don't even know they're doing it! Don't be surprised when you drop off this article on their desk, and they in turn, thank you for it. So, re-train all the people around you, including your boss, how they can respond to you in a healthier, non-toxic way.

(About the author: Keith Rosen is the Executive Sales Coach™ that top salespeople and managers call first to develop a team of champion performers and boost their sales. A best selling author, Keith has written several books including the award winning Coaching Salespeople into Sales Champions. Inc. magazine and Fast Company named Keith one of the five most influential executive coaches. He's been featured in Entrepreneur, Inc., Fortune, TheStreet.com, Hoovers.com, The New York Times and The Wall Street Journal. Keith is a frequent guest correspondent on News 12 and has appeared on Fox Business )

One-in-Five Workers Plan to Change Jobs in 2009

Even with slower hiring predicted for 2009, 19 percent of workers say finding a new job is on their list and the same amount say they actually plan to leave their current job before the end of the year, according to CareerBuilder.com's latest survey. The survey, titled "2009 Job Forecast," was conducted from November 12 through December 1, 2008, and included more than 8,800 workers. Additionally, six-in-ten workers say the economy and the tightening job market are not making them hold off on their plans to change jobs.

Workers cited a variety of reasons for wanting to leave their jobs in the new year, with the most workers, 49 percent, reporting that better pay and/or career advancement opportunities are the primary reasons they plan to leave their current positions. Fourteen percent are looking for an environment where they feel more appreciated and 10 percent want to work for a company that is making a difference. Seven percent of workers are electing to change careers entirely, while 3 percent say they are leaving their jobs because they want more flexibility or plan to go back to school.

Looking at key factors that influence job satisfaction and company loyalty, workers reported the following:

Pay – A quarter of workers are dissatisfied or very dissatisfied with their pay. Thirty-five percent of workers did not receive a raise in 2008. Of those that did receive one, 25 percent were given an increase of 2 percent or less. Sixty-three percent of workers did not receive a bonus.
Career Advancement – Twenty-six percent of workers are dissatisfied or very dissatisfied with the career advancement opportunities provided by their current employers. Eighty percent did not ask for or receive a promotion in 2008 and 20 percent felt they were overlooked.
Work/Life Balance – Eighteen percent of workers are dissatisfied with work/life balance and 54 percent report their workloads have increased over the last six months.
Training/Learning – Twenty-three percent of workers are dissatisfied or very dissatisfied with training and learning opportunities provided by their current employers.

When applying for new positions, workers say the most important attributes they look for in employers are:

• Company's stability and longevity in the market (32 percent)
• Good career advancement opportunities (20 percent)
• Good work culture (14 percent)
• Ability to offer flexible schedules (12 percent)
  

"January is typically one of the busiest job search months of the year and this year should be no exception with increased unemployment combined with workers who are putting their New Year's resolutions into action," said Rosemary Haefner, Vice President of Human Resources at CareerBuilder.com. "Although seven-in-ten workers say they are satisfied with their jobs, some are always on the lookout for a greener pastures. In fact, 82 percent of workers said while they are not actively looking for a new position, they would be open to one if they came across the right opportunity."

For those actively searching for new opportunities in the new year, Haefner recommends the following:

1) Be patient – More than one-in-five employers (20 percent) report it typically takes them two months or longer to fill their open positions. In addition, companies are receiving more resumes for each of their open positions, requiring more time to make sure they hire the best candidate for the job. Job seekers need to be aware of these time frames when performing their search.
2) Use the job posting – Job postings clearly spell out what employers are looking for. Update your resume using some of the same key words and phrases directly from the job posting. If the employer is using an automated system to scan resumes, your updated resume will surely stand out.
3) Get online now! – While nearly three-in-ten (28 percent) of employers say their recruitment budgets will decrease for 2009, 19 percent report they plan to spend more of their money looking for talent on online recruitment sites. Explore generalist sites, niche boards and local job boards, and post your resume on as many as you feel could benefit your search. Also, take advantage of the functions on each site to boost your exposure.


Ref: hr.com