The winter blues and your workforce productivity

Dr Belinda Richards from Metropolitan Health.

It is normal for people to experience the blues during long winter months. Overcast skies and staying in to avoid the cold may make a person feel a little miserable – even at work. But for some people - 20% according to studies - the "winter blues" is more than just a passing mood and can be linked to mental illness. Dr Belinda Richards from Metropolitan Health explains that Seasonal Affective Disorder (SAD), a mood disorder characterised by depression, anxiety and/or emotional hypersensitivity during autumn and winter, can have a very real effect on people, and in turn on productivity.

With July being Mental Illness Awareness Month, Richards draws attention to SAD in the workplace, it's effect on productivity, and how you as an employer can help.

Why so SAD?

Richards explains that SAD is linked to variations of light, which effects the brain's serotonin levels: "Depression is associated with low serotonin levels. Sunlight stimulates the production of serotonin in the brain. For those who suffer from SAD, serotonin levels are higher during sunny days than dark ones. A person suffers from SAD if their symptoms fit the criteria for a depression diagnosis during winter, and clear up completely during sunny seasons."

It is important for employers to take an interest in the wellbeing of their workforce and to be aware of the triggers and signs of SAD and other mental illnesses, notes Richards.

"Studies reveal that 75% of those who suffer from SAD are women. Many SAD-sufferers have financial responsibilities that force them to work through this period. The anxiety, lethargy, sadness and hopelessness associated with SAD and other mental illnesses cause people to feel pressurised and insecure about their competence and job security."

Triggers of mental illness

While SAD is only a seasonal disorder, it can exacerbate pre-existing triggers of mental illness in people. "Mental illness is complex and can be influenced by factors such as genetic predisposition, chemical disturbance in neuro-transmitting substances, and hormones," says Richards. "Emotional stressors – including work stress – could also worsen mental illness."

Richards points out that financial stress is also a big depression trigger, especially when it comes to debt. According to the latest MMI Unisa Consumer Financial Vulnerability Index, people in South Africa feel "very exposed" in terms of their ability to service debt. This pressure is brought on by factors such as hikes in food and utility prices, slow economic growth, high structural unemployment and rising inflation.

Impact on productivity

During an episode of SAD or depression, a person may experience a general feeling of sadness, coupled with a loss of interest in previously enjoyable activities, feelings of hopelessness, change in appetite and extreme tiredness.

"These symptoms make it difficult to consistently complete a day’s work'" says Richards. "The lack of drive associated with feelings of melancholy and worthlessness make it hard to retain a person’s usual level of productivity. Unfortunately even side effects from antidepressants such as headaches, agitation and drowsiness can affect a person’s ability to do their work well. This is usually wears off after two or three weeks. All of these factors lead to presenteeism - employees being physically present but mentally and emotionally absent, which means that they are not able to work productively, which in turn impacts on a company's bottom line."

How can you help?

Increasing productivity in employees who suffer from SAD requires first and foremost ensuring a working environment that is tolerant of mental illness. Employees are more likely to ask for help when they feel safe and not discriminated against. "It is also important for employees to get time off to see mental health practitioners when necessary," advises Richards.

"Offering healthcare solutions is key to ensuring a productive workforce, especially where employees cannot afford quality healthcare. Employers should partner with healthcare providers who can help them to mitigate the impact on productivity – and their bottom line – through targeted wellness and reward interventions that work together to root out problem areas and drive the right behaviours."

Richards adds that empathy – not sympathy – should be the principle of support: “Encouragement goes a long way to support people with affective disorders. The pressure to ‘get over it’ or the guilt that others have to work harder to make up their work, only worsen a person’s depression. Managers need to give people (as much as is possible) time and space to heal. Recognise and celebrate their good days and be kind to them when they are not feeling well."