Blogs and Articles from Third Way Forum Membrs
Oct 13, 2022
Discussion#2 What is professional nowadays? How much is too much personal matter sharing at work?
Blogs from The Third Way Working Group
- One of the biggest issues we have observed in today’s work environment is that managers are spending more and more time and energy to listen to growing amount of mental issues of employees, many of which are triggered by some issues in their private life. Due to the growing uncertainty of the future, more and more employees seem to have some mental challenges either themselves or their family members or close friends have some mental challenges. By trying to support their employees and listening to their stressful situations, the managers themselves often get so stressed and mentally ill.
- Providing mental counseling is not a part of the line manager’s job description. Or is it?
- Companies have to take care of full time employees but don’t need to take care of contractors and gig workers. If more employees have mental issues and become burden for companies, companies may have less appetite for hiring full time employees in the future.
- The question is to what extent the company is responsible for the issues arising from the private life of employees. If the issue is work-related and caused by something or someone at work, it is the company’s responsibility. But if it’s non-work-related yet affecting the employee’s performance, it’s tricky and difficult to draw a line.
- Most managers are not educated as mental counselors. Despite their genuine care for their employees, it could be risky both for them and their employees to try to address mental issues in amateurish ways. When it comes to a certain level of mental issues or family/private troubles, the employees should be directed to professional counselors or doctors depending on the nature of their issues.
- Companies should provide a range of counseling support as well as other life support such as industrial doctor and financial advisor etc in the fringe benefits and ensure the accessibility to those services for employees. Maybe something like IT support, 1st line support, 2nd line support, could be a good model for mental support as well.
- Managers should be trained to direct employees who have mental and personal issues to the professional support available in the company. They should not be over involved in the deep mental/private issues of their subordinates. However, the managers should also show some care and conduct initial hearing in order to judge the situation properly. But they should not over-expose themselves to negative energy of employees. Managers should always prioritize their managerial responsibility in professional capacity rather than going to the personal territory.
- Providing mental counseling is not a part of the line manager’s job description. Or is it?
- Companies have to take care of full time employees but don’t need to take care of contractors and gig workers. If more employees have mental issues and become burden for companies, companies may have less appetite for hiring full time employees in the future.
- The question is to what extent the company is responsible for the issues arising from the private life of employees. If the issue is work-related and caused by something or someone at work, it is the company’s responsibility. But if it’s non-work-related yet affecting the employee’s performance, it’s tricky and difficult to draw a line.
- Most managers are not educated as mental counselors. Despite their genuine care for their employees, it could be risky both for them and their employees to try to address mental issues in amateurish ways. When it comes to a certain level of mental issues or family/private troubles, the employees should be directed to professional counselors or doctors depending on the nature of their issues.
- Companies should provide a range of counseling support as well as other life support such as industrial doctor and financial advisor etc in the fringe benefits and ensure the accessibility to those services for employees. Maybe something like IT support, 1st line support, 2nd line support, could be a good model for mental support as well.
- Managers should be trained to direct employees who have mental and personal issues to the professional support available in the company. They should not be over involved in the deep mental/private issues of their subordinates. However, the managers should also show some care and conduct initial hearing in order to judge the situation properly. But they should not over-expose themselves to negative energy of employees. Managers should always prioritize their managerial responsibility in professional capacity rather than going to the personal territory.
Sponsor
