The workplace comprises people from diverse cultures and backgrounds with a range of health conditions, of which mental illness will be one. Every organisation should ensure that all employees, regardless of life circumstances or background, have a manageable workload. Too much work will cause stress and affect every person’s physical or mental health. Similarly, the same standards of work performance practices and behaviours apply to all staff, regardless of whether or not they have an illness or disability. So too do work performance management practices.
It is good management practice to meet with staff regularly, one-on-one, to discuss their job, any changes they should know about, and any issues. Most employees appreciate feedback about their work and areas for improvement.
If you are concerned that a person’s mental health may be affecting their work then you should discuss it with them as soon as possible, in this regular ‘catch-up’ time. Ideally, the employee will approach you if they are becoming unwell and they cannot meet the requirements of their role. The employer should explain that there are accommodations or flexible practices that may be available to them, but the employee must also pursue medical treatment to assist their recovery. Encourage the staff member to take appropriate sick leave when needed.
If the employee does not want to discuss mental health matters then the focus should be on appropriate behaviours and effective work performance, and strategies to improve their productivity.