'The employee is your best resource for understanding their experience — no one knows how mental health impacts their work better than they do.'
Discrimination against employees because of their health — including mental health — is illegal. While HR can make sure the right supports are in place, managers should also make sure that stigma isn’t impacting their day-to-day decisions about their teams.
One way to do this is by reviewing your personal lived experience with mental health. For example, have you or a family member or friend experienced mental health in a certain way? If so, how has that impacted your view of mental health or a particular diagnosis? As a manager,about mental health and identity can help you recognize biases you may have.
Finally, as a manager, it’s important to remember that some mental health experiences can have positive impacts, too. My own experience with depression symptoms during my pregnancies, for instance, taught me to be more empathetic and self-aware. Many of my colleagues also credit their challenges with mental health as having helped them develop important professional and social skills, such as connection and drive.
Leading with curiosity can support both the individual’s and your team goals. Rogers tells managers to consider that “as a manager, part of my job is to manage the success of the company,it is also part of my job to manage and take care of the people within that company.” Rather than feeling like those are opposing responsibilities, according to Rogers, “wisdom comes from looking at both together.” She adds, “Recognize that it doesn’t serve a manager or the company not to support this person.
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