How to Spot Signs of Mental Distress in a Remote Work Context

When all our interactions are behind the screen or computer keyboard, how can we tell if a teammate has a mental health problem during remote work?

Worldwide, concerns about physical distance measures and the continued spread of the new corona virus have forced many companies to ask all or most of their employees to work from home.

But even as authorities in various countries are now beginning to reduce physical distance and lockdown measures, it seems that there may be more extensive arrangements for remote work to stay here.

Some of the largest, most influential companies have already pledged to be more flexible with home policies.

Working from home can have similar benefits for employees and companies, but it can also have some disadvantages, such as blurred boundaries between "work time" and "private time," which can damage employees' mental health.

So how can employers help maintain the mental health of their employees while working remotely?

Many people find it difficult to find the symptoms of depression in another person at the best time, and the fact that many employers and employees now only communicate with each other from behind the scenes makes it even more difficult. Can make

To find out how employers and colleagues can see the mental health struggles in teammates in the context of remote work, and to learn more about helping them, Medical News Today spoke with two experts. Key: Tania Degori and Kate Honsel.

Tania DeGuri is a business neuro-linguistic programming practitioner and mental health trainer and founder and director of Calmer, and Kate Honsel is a leadership coach and mental health first aid instructor and founder of Everyday People.

Focus on Non-Verbal Communication

Experts point out that people who experience symptoms of mental health problems, such as depression, may experience changes in body language and their daily behavior.

Yet how these changes manifest in different people depends on their personality and individuality.

But when we do not share physical space with a person, how can we lift the mark?

"First of all, let's remember that many of the observation skills we have personally can be translated online - even if we are talking via video call, we still have [someone's] body language. , [Their] appearance, and the ability to feel even without it. In video, we can hear the tone of their voices and the words they use, "Kate Honsell told us. ۔

Outside of the calls, Hounsell suggested looking for a weird change in someone's messaging style and email communication, and to see if someone suddenly became less talkative online.

Proactive Check-ins are a Must

But the most important step is to make sure that a colleague who has been working remotely is performing well, simply, trying and fitting in regular video or voice calls.

"Check in regularly with each other, whether through one-on-one catch-up calls or through team meetings - whenever possible via video conferencing," said Degori.

He also emphasized the importance of dialogue, which deals with the small details in the usual way.

Signs to Watch for in Remote Teammates

Without hallway conversations, changes in behavior can be easy to miss. Signs that a colleague may be struggling include:

• keeping their camera off when they used to have it on, or skipping meetings
• slower replies, missed deadlines, or a drop in the quality of their work
• working very late or sending messages at unusual hours
• shorter, flatter, or more irritable messages than usual
• withdrawing from team chat and informal conversations
• mentioning poor sleep, exhaustion, or feeling overwhelmed

One sign on its own does not mean someone has a mental health problem, but a pattern of changes is worth a gentle check-in.

How to Start the Conversation

Mental health first aid training often uses a simple approach: approach the person, listen without judgment, give support and information, encourage professional help, and encourage self-help strategies. In practice, this can mean:

• reaching out privately, by video or phone rather than in a group chat
• asking open questions, such as “How are you really doing?” — and asking twice
• listening more than talking, and not trying to diagnose or fix everything
• sharing practical options, such as flexible hours or an employee assistance program (EAP)
• following up a few days later

What Employers Can Do

Organizations can make remote work healthier for everyone by setting clear working hours, encouraging people to take breaks and use their vacation time, training managers to recognize distress, and making sure staff know how to access confidential support. Simple daily stress management techniques can also help teams cope.

If a colleague talks about suicide or self-harm, take it seriously and help them contact emergency services or a crisis line right away — in the United States, call or text 988.