Greetings Everyone,
Ever heard any variation of the unfortunately true expression: the solution to one problem always creates another new problem?
With the widely accepted fact that employee well-being or even mental health is in fact a problem these days, many have stepped up to address this challenge. Along with efforts to de-stigmatize “mental health,” people at all levels are encouraged to be more aware of their own current conditions, and to take advantage of opportunities for counseling or EAP support.
There has also been renewed levels of education on these issues. They might focus on topics such as mindfulness or the need for better human skills in areas such as compassion and empathy. Given the lasting fallout from the COVID years added to today’s continuing quagmires, many people are hurting. Good for all of you who are addressing this… for yourself and your people.
So, what is the new problem? It appears that all the attention being given to this subject might inadvertently be enabling some people in your organizations to more easily use it as an excuse to avoid doing work they don’t want to do. You may hear, “I know I said I could work every day until 6:00, but those last couple of hours each day are causing me added stress and damaging my own and my family’s well-being.” Or, with some of the language they have been exposed to in training, you may encounter people now describing how certain aspects of their work “trigger their anxiety,” so they need to back away. For any of you shocked to consider that this is happening, know there are an equal number or more who are already experiencing it.
What a hornet’s nest this is. Managers are not clinically trained to accurately assess mental health issues, so they must err on the side of caution. Translated: probably not wise to ignore or immediately dismiss an individual’s concerns, even if you question their validity. Ironic isn’t it, how clever some of those with already questionable work ethics can be, when it comes to avoiding even more work.
As always, there are no easy solutions for this newest challenge. However, it is a telling reminder of why continuing to build and strengthen workforce commitment is so important for leaders. The chances of this problem occurring are much less if people strongly believe in you, the organization’s mission, and their ability to positively contribute.
I can only suggest that you tread carefully and always seek qualified professional help on employee health and wellness matters. But I can strongly recommend that you keep growing as a leader and continue building more productive relationships. That work may head off a number of similarly difficult future problems before they can even take root.
Be well and lead on.
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