Looking After Yourself and Others

Whether it’s helping colleagues, taking steps to take care of mental health, or changing the work environment that supports good mental health, we are all with mental health within the United Nations system. It can play a role in improving well-being. everything.

It is not your job to diagnose yourself or anyone else. If you are concerned about yourself or your colleagues, we recommend that you seek expert help.

Getting Help

If you are not feeling normal and notice changes in your mood or behavior, we recommend that you contact a professional who can provide support. Texas Pain Psychiatry offers a variety of opportunities, including personnel consultants and health care workers.

If you’ve been diagnosed with a mental health problem or illness, it can be difficult to know whether to tell someone at work. There is no right or wrong answer when it comes to talking to people at work about their mental health conditions. Whether you choose to talk to others will depend on how your condition affects your ability to perform assigned tasks, how much support you have outside the workplace, and your relationships with colleagues, how much it affects you.

How to tell
  • Does your mental health affect your ability to play your role safely?
  • Discussing your condition gives you, your manager, and/or HR the opportunity to talk about the support and changes you need to get your business running and help you recover.
  • By changing your schedule and workload, you can reduce the number of sick leave days and increase productivity at work.
  • By sharing your experience, you help people change their attitudes, which can mean that others are opening up to themselves or seeking support for their struggles.
  • You can avoid rumors and gossip by communicating with your colleagues.
  • If you tell your coworkers when performance or productivity changes, they’re more likely to understand.
  • If you believe you are being discriminated against on the basis of your mental health, you will need to file a formal discrimination complaint at a later time as you can protect your rights by providing information to the HR manager/department. Familiarize yourself with the organization’s rules and regulations in this area or seek advice from an employee representative or the human resources department.
  • Your employer may be able to support you if you know your condition. If not, the behavioral changes can be mistaken for performance issues.
  • Your mental illness may not affect your ability to do your job.
Staying at Work

Having a mental illness doesn’t mean you need to take a break from work. If you’re able to keep working, it can help to:

  • Set up regular meetings with your manager to define realistic goals and provide regular updates to them on how you are feeling;
  • Meet regularly with a trusted support person to discuss how you’re doing;
  • Ask for adjustments to your role where necessary, such as flexible hours or teleworking if you need time off for appointments;
  • Make sure you communicate your needs clearly, don’t assume others will know what support you do and don’t need;
  • Work with your manager to develop a plan, so it is clear what is expected of you and what supports can be put in place to assist you.
Returning to Work

If your mental health requires a break, it can be difficult to get back to work. First, you need to think about what you want to reveal and who you want to reveal. View past disclosure information.

What to do when you get back to work depends on the situation. Whether you are returning full-time or gradually increasing your time, consider any additional support you may need. Are there any activities you don’t think you can do in the beginning? Consider whether it would be nice to talk to your boss or if your doctor can provide support and information.

Also, think about what you want to tell your colleagues about the time you spend away from the office. It can help write down the strengths and weaknesses of the various options and discuss them with someone you trust.

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