Mental disorders are varied and complex. Symptoms of several kinds of mental disorder don’t usually show up easily. Many others are more overt. A person with a mental disorder may have the care and affection of the family; but when it comes to the workplace, it is a difficult luxury to get, because the workplace is not the family! It has invested on that person to get tangible and definite results from him. To discover that the person they found was perfect at the time of the interview and the selection process has a mental disorder can be galling for everyone.
Finger usually points to HR
The HR of the organization would feel doubly embarrassed, because it is the one that is the prime mover of the selection process. It is one thing for a person to develop a mental condition after taking up a job and being in it for many years. This means that at least at the time of the selection, he was fine. Now that the mental disorder would have developed due to some situations at work or at home; it is some kind of consolation for HR. But what kind of consolation is this! Irrespective of the time at which the mental disorder set in; the person needs attending to, and this is one of the prime responsibilities an organization’s HR needs to discharge.
They need support, not sympathy
While this is true largely, we don’t have to worry too much about fixing the blame. A mental disorder can be something that the person hides at the time of the selection process. This being the case; it is difficult to say whether it is HR or other managers that need to be blamed for selecting such a person. First of all, we need to understand that people having mental disorders are not scary. Most of them are people like you and me, it is just that there are a few who get disturbed and behave irrationally or erratically during times. People with this condition need support, and everyone in the organization has a role in making a person come to grips with his condition.
What is the result of having people with mental disorders?
First, let us get an understanding of what can happen at the workplace that has people with mental disorder.
There are many kinds of mental disorders that people suffer from. Many have conditions such as Attention Deficit Hyperactivity Disorder (ADHD), anxiety, depression, bipolar disorder, schizophrenia and the like. It is highly unlikely that a person could have more than one of these at the same time.
One of the most common behaviors of these people is that they find it difficult to concentrate at work for long hours; they are restless, nervous or irritable; they can sometimes be short tempered or eccentric. Some people have sleeping difficulties, because of which they find it difficult to concentrate at work. These result in loss of productivity.
Behaviors are different at different times
People with such conditions and disorders behave differently at home and at the workplace. They are usually subdued at the workplace, but are more vocal and sometimes aggressive at home and other places other than the workplace. Many people with mental disorders would be under treatment at the time of taking up their jobs. When they come out openly about their illness at the time of selection; it becomes easier for HR to deal with the problem. But most people hold this information back; for fear that it could come in the way of their selection, or the fear that they could lose their jobs once they are diagnosed with it after taking up their jobs.
How are people with mental disorders identified?
Every person has symptoms that are strongly rooted and displayed in people with mental disorders. How many of us do not exhibit traits like restlessness, shouting out loudly at colleagues, feeling listless and down, and restless and hyperactive? The difference though, is that people with mental disorders do this very often during their working time, and many times are obsessed with this kind of behavior.
Ways of dealing with them
HR has a very important role to play in dealing with people with mental disorders. It is true that everyone, especially teammates, have to help in identifying the problem, but it is HR that plays the role of facilitator in resolving the issue.
The simplest and most effective of remedies HR can bring about is to seek medical attention for the employee with a mental disorder. If the employee has been showing signs for the first time; he needs to be counseled to seek medical advice.
Take colleagues into confidence
Once the problem has been diagnosed, HR has to take such an employee’s colleagues into confidence and apprise them of the situation. It should ideally speak to the doctor and get tips on how to educate colleagues who work with that employee about ways of dealing with such a person. It should first of all make sure that colleagues cooperate with such an employee and not deride or stigmatize him.
Mental disorders are neither wished for, nor do they appear in people who will it. A mental disorder is a complex phenomenon that happens due to factors that science is yet to fully understand. HR has to approach it in a sensible and sane manner, without hurting the diagnosed employee further. It should make sure it handles these cases with utmost dedication, just as if it were a caregiver. If it could help put the person back on track; it is some kind of justified triumph for those in HR.
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