Matters of the Mind: How to Address Workplace Depression Head-On

A staggering 280 million people worldwide—about 5% of the global population—live with depression, making it the leading cause of disability across the globe. 

Imagine you're sitting in a meeting with 9 coworkers. At least one of them could be silently battling depression.

U.S. Surgeon General Dr. Vivek Murthy recently told Fortune: "The impact on the global economy of depression alone is around one trillion dollars annually. That’s profound." Let that number sink in for a moment.

In every organization, there are likely employees struggling with depression. You might notice a colleague withdrawing, losing interest in work, or showing signs of severe burnout. 

But there's hope. Catching depression early and offering support can work wonders—your people get better, and your workplace strengthens.

The price tag of depression

For a condition as life-altering as depression, the costs in both human suffering and in dollars are incredibly high.

Recent research shows that the average annual cost per person with depression is a whopping $9,091 in direct costs (medication and treatment) and $14,658 in indirect costs (absenteeism, disengagement, turnover). For severe cases, that figure skyrockets to $20,901.

We also collectively spend almost twice as much on depression-related health issues than on treating depression itself. People with depression often face worse outcomes for conditions like hypertension, diabetes, and cancer.

But the costs don't stop there. Employees battling depression are more likely to:

• Quit or get fired
• Retire early
• Struggle with work tasks
• Miss more days of work

Depression is costly, common, and has a severe impact on both people’s well-being and the workplace. It’s worth understanding and addressing.

Depression: what are we really talking about?

We toss the word depression around a lot, often imprecisely. But what does it mean in clinical terms? Understanding this can be essential to getting people the support they need.

First things first, depression isn't just one thing. There are several types, each with its own set of symptoms and causes. But at its core, depression is a mood disorder that changes how a person feels, thinks, and acts, taking a toll on both mental and physical health.

Sure, we all have our ups and downs. Feeling sad or tired now and then is part of being human. But depression is different. It can feel like a heavy, dark weight that doesn't lift. People living with it often struggle to feel any positive emotions at all.

Here's what doctors look for when diagnosing depression—symptoms that stick around most of the day, every day, for more than two weeks:

• Feeling sad, empty, or anxious
• Hopelessness or the feeling life is pointless
• Low energy and constant fatigue
• Sleep issues (too much or too little)
• Loss of interest in things once enjoyed
• Thoughts of death or suicide
• Appetite changes
• Physical aches and pains
• Trouble concentrating

Imagine trying to move through a workday with this weight on your shoulders. It can be lonely and miserable.

Spotting depression in the workplace

So, what might depression look like to coworkers? We all have off days, but if you notice these signs lasting for weeks or months, it might be time to start a conversation:

• Isolation and withdrawal
• Seeming indifferent or uncaring
• Missing deadlines
• Appearing scattered or forgetful
• Frequent tardiness and exhaustion
• Lack of confidence
• Zero motivation
• Strained relationships or odd reactions
• Changes in appearance

Have you ever noticed a colleague acting this way and chalked it up to them simply having a rough patch? Did you reach out to check on them, or did you find yourself judging their behavior? Depression often hides in plain sight. 

By understanding its impact and recognizing its signs, we can create more possibilities for healing.

What can leaders do about depression?

Early intervention is crucial when it comes to treating depression. But here's the thing—getting help isn't always easy, especially when someone is struggling to even get out of bed. So, how can we better ensure people get the help they need?

Here's a blueprint to get you started, although every workplace is unique and may require adaptive measures:

Create a supportive environment

Imagine this scenario: you have an employee who's afraid to talk about their depression. Their symptoms worsen, their work suffers, and suddenly, you're dealing with a much bigger problem. Has this ever happened in your workplace?

While mental health conversations are becoming more normalized, many employees still fear being seen as weak or incompetent. For many, their job is their lifeline, and the thought of jeopardizing it is understandably terrifying.

Chances are, right now, someone in your organization is wrestling with this very dilemma. They need help, but are unsure if speaking up will cost them their job or lead to judgment. How can we change this narrative? 

Start the conversation

Notice someone struggling for weeks? It's time to talk and, most of all, to listen. But here's the key: focus on observations, not accusations. Try something like this:

"Hey, you're not in trouble. I just want to make sure you're okay. I've noticed you've been missing work and struggling with deadlines lately. Is there any way we can support you?"

Whether they open up about their mental health or not, point them toward resources. Remind them about employee assistance programs, therapy options, or employee resource groups (ERGs). Discuss flexible scheduling if they need time for therapy.

Streamline mental health support

When someone's brave enough to ask for help, the last thing they need is to endure running through a bureaucratic obstacle course to get that help. Dealing with insurance and copays is hard enough when you're feeling great—imagine tackling that while depressed.

What can you do? Make accessing mental health support as smooth as possible: no endless forms, infinite provider lists, confusing websites, or weeks-long waits for therapy. 

Many workplace mental health solutions make lofty claims about the accessibility and effectiveness of their program, so it’s important to understand what’s going on behind the scenes when evaluating an EAP. The end goal here is to ensure that employees have fast access to the highest quality of care.

Educate and raise awareness

Think back to your first encounter with a mental health challenge. Did you immediately understand what was happening? Did you have the tools to recognize what you were going through and know how to seek help?

Here’s what you can do:

• Offer mental health training to your employees. 
• Educate them on how to recognize the signs of depression in themselves and others. 
• Offer and highlight mental health awareness events. 
• Highlight mental health regularly in company communications so employees feel comfortable discussing it at work. 

This knowledge could be the difference between early intervention and a full-blown crisis. Normalizing mental health makes a difference.

Train managers

Imagine two scenarios:

1. An employee starts showing up late, missing deadlines, and appearing exhausted and withdrawn. Their manager, who has undergone mental health and leadership training, has a supportive conversation, offers resources, and follows up to ensure the employee gets help.
2. Same scenario, but in this one, the manager without training gives a stern lecture about performance and threatens termination.

Which scenario is more likely to help someone with depression get better? Which employee is more likely to regain their health and less likely to quit? The answer is pretty clear.

Offer flexible work hours

Depression often causes low energy, insomnia, and exhaustion. Giving employees the flexibility to seek treatment can be life-changing in a very real sense. With the right support, mental health challenges can be temporary.

Forcing someone to maintain their normal workload while struggling with depression often leads to lower productivity, higher turnover, and disengagement. And, of course, helping people get better is simply the right thing to do.

Supporting depression is a moral and financial imperative

Here's the truth: right now, there are people in your organization battling depression. The question is, how will your workplace ensure they get the help they need?

Addressing depression in the workplace isn't just good for business—it's the moral thing to do. After all, we spend most of our waking hours at work. That time should be spent in an environment that supports our mental health.

By creating a culture of understanding and support, you're not just boosting productivity and engagement. You're changing lives. And in the end, isn't that what outstanding leadership is all about?

‍Each year, over 6 million men in the U.S. struggle with depression, leading to a 1$ trillion global productivity loss. Explore how your organization can make a meaningful impact on men’s mental health.