As winter closes in and the holidays approach, it may seem like joy and fellowship are the norm. However, that is not always a reality. Winter can exacerbate preexisting mental health issues. Grief can be sharper and people may struggle more than usual during this time of year. In the health care industry, burnout is never very far away. It’s important to understand how health care workers may be feeling—and how you can help.
Stress may weigh heavily on your team members during the winter. Darcy E. Gruttadaro, chief innovation officer at the National Alliance on Mental Illness (NAMI), broke down some common stressors.
"Many people travel or exchange gifts, which is also joyous, yet may add financial stress," Gruttadaro said. "On top of that, there can be a lot of pressure around the holidays—to host events, wrap up projects at work, be cheerful when you’re not really feeling it and more. And, of course, holiday time can throw off eating, sleeping and exercise habits that may keep us from feeling our best."
These added pressures and stressors can negatively impact mental health, as well as work performance. If your staffing needs slow during this time period, financial worries may be heightened at this time—particularly for gift-giving occasions.
“When work is inconsistent, it can be challenging to plan budgets and finances and create a lack of security,” Gruttadaro said.
The consequences can be severe: Depression, anxiety, suicidal ideation and drug and alcohol use can result from the stress, according to Gruttadaro.
“Employers can lessen the impact of slow seasons by reminding people of the need to maintain community connection, access available benefits and talk to one another about staying healthy,” Gruttadaro said.
The death of a loved one—be it family, friend or even a well-liked client—can deeply impact a person’s mental state. While grief is a lifelong process, it can be exacerbated during the holiday season.
“For a person grieving the loss of a loved one, this can be a time when they are more acutely aware of their loved one’s absence,” Gruttadaro said.
The cultural focus on togetherness can make a grieving person feel emptier and lonelier, said Bob VandePol, founder of VandePol Crisis Response Services LLC.
“Whether it's the first holiday after somebody passes or the 50th, there's still an empty seat at the table,” VandePol said. “And oftentimes, the holidays will activate feelings that have been dormant, or just under the surface.”
Fostering a Supportive Work Environment
You might be wondering what you can do if your employees are struggling, especially if they have not been vocal about it. The first step is ensuring your company is structured for support. Gruttadaro recommended reviewing the company's benefits and checking that mental health support is as comprehensive as physical benefits.
“Meet people where they are—often, on the jobsite,” Gruttadaro said. “Don’t wait for the more stressful seasons; hand out benefit information throughout the year, hang up flyers and consider starting some of the workdays with a benefits reminder. In a (National Alliance on Mental Illness) poll, 38% of entry-level employees were unaware of their mental health care coverage.”
Because you may spend a great deal of time with your team members, you may be able to observe your employees in a different way than their families can.
“Managers may be the first to notice changes in employees,” Gruttadaro said. “This may include an employee becoming more forgetful, showing up late, acting more irritable, looking exhausted over multiple days or more withdrawn and not engaging with team members. They may also notice an employee starting to take bigger risks, ignoring safety practices, talking about troubles outside of work, increased substance use, gambling, financial difficulties or disagreements with coworkers or their family.”
If you or another teammate notices concerning behavior for more than a few days, Gruttadaro recommends starting a conversation. This would also be a good time to remind the employee of available resources, such as an employee assistance program.
Reflect on your company culture: Is asking for help encouraged? Is your leadership trained to look out for concerning signs or behaviors and offer support? The National Alliance on Mental Illness (NAMI) reported that employees are most likely to talk to about their mental health with a coworker or direct manager.
“Workers are also looking for their managers to lead on how mental health is talked about in their workplace, so if a manager is dismissive or refuses to talk about mental health, that attitude can spread through the whole team,” Gruttadaro warned.
“If (a) construction worker showed up with a boot on his ankle, there would be accommodations made, and it would just be understood. But if somebody shows up depressed, then all of a sudden, it's thrown into a different category,” VandePol said. He suggests adding mental health tips to your employee communication. For example, leaders can include a brief lesson on cyclic breathing that employees can use if they’re overwhelmed with anxiety.
Although people may keep their struggles hidden, NAMI found that one in five people in the U.S. experience a mental health condition each year.
“The other four in five are their friends, family and coworkers,” Gruttadaro said. “Chances are that whether you realize it, you know someone who is currently experiencing a mental health concern. Challenge yourself this holiday season to look out for the well-being of yourself and your coworkers, and use that social network to support each other all year round.”
As seasonal festivities and obligations fall into place this year, make sure to take a close look at the people around you. Among the twinkling lights and boisterous parties, someone you care about may be going through a difficult time. Don’t be afraid to extend a hand and offer to help.