 Immediate action is required, if employees are to avoid being at risk from poor mental health during and after the COVID-19 pandemic. Concern over job security and income loss coupled with the fear of infection and feelings of isolation are among the consequences of the measures taken by the government to prevent the spread of the virus. Each is likely to increase the anxiety, pressure and stress that are affecting many people.
Some workplaces have adopted performance management processes that focus primarily on intervening only when an employee is not performing at their best or as expected. While it is important to address and resolve what is not working, focusing on the negative tends to reduce motivation of the employee and, often, of the leader as well. If the employee is also experiencing mental health issues, there is a risk that this approach may result in a worsening of both the symptoms and work performance. Effectively supporting good performance is an important management skill and the suggestions here can be applied whether or not an employee has a mental health issue. Many employees can and do work while experiencing mental health issues, such as depression or anxiety, with little impact on productivity. Of course, like any illness, there are situations in which the individual is not able to work due to the severity of the condition. |
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