Mental Health Articles

How can I get my chatty employee to quiet down

4/7/2024

By Dr. Joti Samra, CEO & Founder of the Psychological Health & Safety (PH&S) Clinic and MyWorkplaceHealth

The question:

I manage a team of about 10. One member of the team likes to dominate the conversation during meetings to the point that I can’t hear what others have to say. I suspect this person is insecure in some way. Do you have any tips on how I can get them to quiet down but not discourage them in the process?

The answer:

Being a manager or a leader can be a challenging role in the best of times.

Concurrently managing team/group dynamics can be even more difficult, particularly when there is an individual who demonstrates behaviour that is disruptive to the rest of the team.

It is important to identify and curb this behaviour early on, to avoid having other members of the team get frustrated, discouraged or disengaged.

Although it may be tempting to wait to see if this person’s behaviour naturally changes over time, chances are it won’t – and it is important for you to have the conversation sooner rather than later.

Here are some tips on how to approach the conversation with this team member:

Schedule a one-on-one meeting in a private area (e.g., not in an open cubicle) with ample time to discuss the issues.
Avoid taking other calls or non-urgent interruptions during the meeting.
Provide some positive feedback: let the team member know that you value them as a member of the team, and provide some specific feedback on positive performance he/she has demonstrated.
Express that you wanted to speak about some concerns you had about how the team meetings were going. You may first ask the employee for their perspective on the meetings from their perspective.
Clearly articulate the concerns you have.
Be specific and objective in your language (e.g., “you spoke for 30 minutes during last week’s 45 minute meeting” is better than “you always dominate the team meetings”). If you think the employee is insecure, you may want to directly state something like “I wonder if you get nervous during the meetings…it can be really normal to have the urge to talk more if you are nervous?”
Provide an opportunity for the employee to respond and explain things from their perspective. Keep in mind that he/she may not be aware of the problematic behaviour.
Describe the impact of the behaviour and why you would like a change (“I’m concerned that others in the team that are quieter may not feel comfortable offering their opinions”).
Make a plan for behaviour moving forward.
Schedule a follow-up meeting after the next 1-2 team meetings to re-evaluate how things are going.
If you have concerns that the employee may respond in a negative/inappropriate way to your meeting, you may want to consult with Human Resources in your organization.

Also, it is important to always keep some notes documenting any performance meeting.

Excerpted from Dr. Joti Samra’s “Ask the Psychologist” weekly column in The Globe and Mail.

Understanding and Minimizing the Effects of Shiftwork

6/6/2024

By Dr. Joti Samra, CEO & Founder of the Psychological Health & Safety (PH&S) Clinic and MyWorkplaceHealth. Originally published for LifeSpeak in 2010.

About 30% of employed Canadians, approximately 3 million, work shift—non-standard work hours that cover a wide variety of work schedules. Shift work can consist of fixed shifts or shifts that rotate or change according to a set schedule. The length of shifts can vary between 8 to 12 hours. Shift work is critical to our economy due to our society’s need for around-the-clock provision of medical, transportation, and protection services. Shift work is also common in industrial work, mines, and in workplaces where technical processes cannot be interrupted without affecting the product and/or where expensive equipment is used more profitably when in constant operation.

Although shift work is a job requirement for many employees, there are a number of workers who choose shift work because it allows for more free time or enables their families to manage child care needs. Interest in the effects of shift work on people has grown because many experts have pointed to rotating or extended shifts for the “human error” connected with nuclear power plant incidents, air crashes, and other catastrophic incidents.

While shift work is essential to the economy and may be a necessary choice for some, researchers have found compelling evidence that working shift takes a physical and psychological toll on workers. Many workers find that shift work disrupts their family and personal life, limiting their ability to participate in leisure and family activities and making it difficult to find or maintain long-term relationships with a spouse. This fact is important because of the correlation between amounts and quality of social interaction and physical and mental health.

People who do shift work report fatigue as the most common health complaint. Dr. Joti Samra, Clinical Psychologist and Researcher and member of LifeSpeak’s Vancouver roster of expert speakers, points out that 1/3 of shift workers experience a severe clinical disturbance in their sleep in the form of shift work sleep disorder. Dr. Samra explains that this is a clinically recognized condition where a constant or recurrent pattern of sleep disruption results in insomnia or fatigue. Shift work has also been associated with cardiovascular disease, hypertension and gastrointestinal disorders, and for women, reproductive health problems and breast cancer. Researchers have identified three interrelated factors that contribute to the association of shift work and health issues:

Disruption of circadian rhythms, the body’s natural 24-hour clock – sleeping, waking, digestion, secretion of adrenalin, body temperature, blood pressure, pulse and many other important aspects of body functions and human behaviour are regulated by this 24-hour cycle. These rhythmical processes are coordinated to allow for high activity during the day and low activity at night.
Adoption or worsening of unhealthy behavior – shift workers have been found to more likely be smokers, to drink heavily, to eat poorly and have weight issues.
Physiological impacts of stress – the physiological stress of sleep interruption stimulates the body to release higher levels of stress hormones which can lead to increased feelings of anxiety, depression, irritability and apathy, and decreased levels of concentration and focus. In fact, research has proven that over the long term, shift workers experience actual shrinkage in the brain glands (amygdala and hippocampus) that control focus, concentration, morals and values because cortisol (stress hormone) inhibits the production of chemicals responsible for these brain functions.

Since it is not a practical possibility to eliminate shift work, employers can implement some strategies to reduce the effects of shift work on employees. The Canadian Centre for Occupational Health and Safety recommends two levels where improvements can be made:

The organizational level – primarily through the design of shift schedules, education and better facilities.
The individual level – helping workers to get better sleep, a healthier diet, and the reduction of stress.

The Canadian Centre for Occupational Health and Safety recommends several organizational strategies for reducing the effects of shift work.

Shift Schedule Design: Optimizing the design of the shift schedule is the most effective way of reducing the health and safety problems. The length of a rotation period (the number of days on a shift before switching to the next shift) is a key consideration. The longer shift rotation (two weeks to a month) allows for a worker’s circadian rhythm to adjust. Conversely, rapid shift rotations (two to three days) can also be beneficial since it reduces disruption to the body rhythms because it minimizes the readjustment of circadian rhythms and provides for some social interaction each week. Other strategies include:
- Shifting rotations forward from day to afternoon to night because circadian rhythms adjust better when moving ahead than back.
- Considering the time at which a shift starts and finishes. Early morning shifts, starting at 5 or 6 a.m. are associated with shorter sleep and greater.
- Providing a rest period of at least 24 hours after each set of night shifts. The more consecutive nights worked, the more rest time should be allowed before the next rotation occurs.
- Using alternative forms of organizing work schedules—for example, extended work days of ten or twelve hours have been used. It has the advantage of fewer consecutive night shifts and longer blocks of time off. However, because additional fatigue from long work hours may also have adverse effects, the physical and mental load of the task should be considered when selecting the length of a work shift.
- Providing time off at socially advantageous times like weekends whenever possible.
- Informing shift workers of their work schedules well ahead of time so they and their families and friends can plan activities. Allow as much flexibility as possible for shift changes. Keep schedules as simple and predictable as possible.
Facilities: The provision of certain facilities can help the shift worker cope better.
- Give attention to the work environment. For example, good lighting and ventilation are important on all shifts. Do not widely separate workstations so that workers at night can remain in contact with one another.
- Provide rest facilities where possible. Whenever a person must remain at work after a night shift to attend a meeting or a training session, providing rest facilities is advisable.
- Provide good cafeteria services so a balanced diet can be maintained. The nutritional needs differ between day shifts and other shifts because of circadian rhythms.
- Consider offering facilities for social activities with the needs of the shift worker in mind. Recreational opportunities are often minimal for workers on “non-day” shifts.
- Consider access to quality day-care for shift workers’ children. Some strain on all family members would be alleviated.
Education: Educate employees on the potential health and safety effects of rotational shift work and what can be done to stop these effects. In particular, education in stress recognition and reduction techniques is helpful.

By supporting employees through strategies that mitigate some of the very serious physical and mental health concerns brought on by shift work, organizations can lay the foundation for workers to address, on the individual level, the difficulties they face from the changes in eating, sleeping, and working patterns.

Resources:

“The Health of Canada’s Shift Workers” by Margot Shields, Canadian Social Trends, Statistics Canada-Catalogue No. 11-008, Summer 2003
“Rotational Shift Work”, Canadian Centre for Occupational Health and Safety (www.ccohs.ca/ohsanswers/ergonomics/shiftwrk.html)

Supporting LGBTQ+ People in the Workplace

5/10/2023

By Dr. Joti Samra, CEO & Founder of the Psychological Health & Safety (PH&S) Clinic and MyWorkplaceHealth

Supporting LGBTQ+ People in the Workplace

LGBTQ+ individuals experience discrimination and harassment in the workplace. This directly and negatively impacts LGBTQ+ individuals’ mental health. So, when talking about workplace mental health, we need to pay special attention to groups, like the LGBTQ+ community, to actively work against this treatment to create psychologically safe spaces for all individuals.

Facts About LGBTQ+ Workers

The LGBTQ+ community has higher rates of unemployment, with rates spiking even higher for trans and nonbinary people. But unemployment is not the only issue. A U.K. report, one of the first of its kind, found that 7 in 10 LGBTQ+ people have been sexually harassed at work and two-thirds did not report it to their employer. The Williams Institute on Sexual Orientation Law and Public Policy found 15% to 43% of gay and transgender workers faced some sort of workplace discrimination in the U.S.. Though it is important to note that the experience of discrimination and harassment is not consistent across the queer community:

LGBTQ+ people of colour are more than twice as likely to experience discrimination in the workplace as their white peers.
LGBTQ+ women experience sexual harassment at higher rates than men.
90% of transgender workers have experienced harassment or mistreatment at work.

Many organizations have come to understand the experiences that LGBTQ+ individuals face in the workplace and have created specific policies to be more inclusive. Some of these include; healthcare coverage for same-sex spouses, protocols for gender transition, and paid parental leave for same-sex couples and adoptive parents.

Inclusive Workspaces – Supporting LGBTQ+ People in the WorkplaceThough creating inclusive workplace policies is a great first step, it’s just that – a first step. Workplace policies are not enough on their own to create safe and inclusive workplace environments and culture. So, what can companies and colleagues do to create a safe and inviting workplace for members of the LGBTQ+ community?

Educate yourself on the LGBTQ+ community, both individually and as an organization. Some great resources are The Safe Zone Project, PFLAG, and GLAAD. This should also include company training/workshops as well as providing information to new hires as well as new managers/leaders.
Ensure company policies are up to date and use inclusive language.
Create hiring initiatives that encourage LGBTQ+ applicants, whenever possible.
Have peer support networks for mental health, such as mental health ambassadors, and ensure all workers know how to get support for mental health at work. It’s also important to create a culture where individuals feel able to seek out that support.
Don’t make assumptions. Most people unconsciously make the assumption that others are similar to them. This means that heterosexual cis-gender people will automatically think the same of their co-workers, which puts LGBTQ+ individuals in the awkward position of correcting others. So, do not assume someone’s gender or pronouns based on how they present themselves and do not assume the gender of anyone’s partner.
Lead by example. Like introducing yourself with your name and pronouns. This can help reduce the instances of people making assumptions about gender and pronouns, as well as make transgender people feel less uncomfortable when telling people their pronouns.
Take action when discrimination or harassment does occur. Remind others that making jokes at the expense of someone in the LGBTQ+ community is not accepted and will not be tolerated.

Remember that inclusive businesses, with a satisfied workforce, is a more successful business.

Supporting LGBTQ+ Co-workers

Oftentimes when we find out a co-worker is part of the LGBTQ+ community, we want to show our support but don’t know the best way to do so. What are some (potentially well-meaning) things that shouldn’t be done in the workplace when it comes to LGBTQ+ co-workers?

Don’t ask a bunch of questions. Many questions are well-meaning but can be hurtful, make people feel uncomfortable, and they often require a significant amount of emotional energy for the person being asked. There are also many instances where the workplace is not an appropriate setting for these questions.
Don’t out someone at work. Just because they have told you how they identify does not mean they are out to everyone in the workplace. They likely came out to you because they trust you – so maintain that trust.
Don’t play matchmaker. When well-meaning straight people try to set someone up, it is typically simply based on the fact that they happen to know someone else is gay (or however they identify). This not only ignores the many other factors that go into dating but in most cases makes people uncomfortable.

As we learn about the queer community and the diversity of people within the community, it’s natural to want to know more. The number of recognized identities is growing and it can seem intimidating and complicated to those who are not part of the LGBTQ+ community.

It’s a great thing to be eager and willing to learn, and education is an important part of creating a more safe and inclusive environment for everyone. You might know someone who identifies within the LGBTQ+ community and figure they’re the best person to ask those burning questions. They might be, but they also may not.

So, let’s talk about asking questions as this in an important part of supporting LGBTQ+ people in the workplace.

What To Consider Before Asking Questions

Before asking questions consider a few things:

Is this something you could educate yourself on? If you haven’t already attempted to look up the answer, do that first.
Is the person you want to ask the appropriate person to ask? Consider the relationship you have with that person. A close friend or family member is likely the most appropriate person to ask, rather than an acquaintance or co-worker.
Consider the context. Is it the right time or place to be asking this question? Ideally, if you want to learn something about the queer community, a question should be asked at a time when the person is able to give an appropriately in-depth response and they’re in a comfortable atmosphere to have that conversation. The workplace is likely not the place to be asking these questions.

Get Consent First

It’s important to not only be cautious of who you’re asking, but also the questions you ask. It’s equally as important to ask for consent before asking a question. Asking for consent can be as simple as “can I ask you a question about X?” and waiting for an answer. It’s also important to be prepared to hear and respect the answer ‘no’.

Questions Not to ask your LGBTQ+ Co-workers

Here is a list of things to consider, as well as explanations as to why questions can be challenging to receive for those in the LGBTQ+ community.

Many of the well-meaning questions are hurtful or make people feel uncomfortable. For example; “What’s your type?” “So is it a he or a she?” “Who’s the guy and who’s the girl?” “So what’s your real name?”
People in the LGBTQ+ community get a lot of questions. It takes a lot of emotional energy to educate people, and it can feel even more exhausting when asked the same, or similar, questions particularly if that information could be found online.
Often questions don’t have a straightforward answer. Gender and sexuality are complicated and exist along a spectrum. People in the LGBTQ+ community are changing expectations of how humans look and act based on preconceived notions about gender, as well as changing the dynamic of how romantic relationships should look like. So, even if they want to encourage your learning they may not have the ability to answer a question for you in a way that makes sense without all the background knowledge of queer history.

The workplace is most likely not the best setting to be asking personal questions about a person’s identity. Consider the appropriateness of timing and context when thinking about asking questions of LGBTQ+ co-workers.

Final Thoughts

Supporting LGBTQ+ people in the workplace doesn’t have to be challenging. Start with good intentions on fostering an inclusive space, educate yourself on the LGBTQ+ community and the issues they face in the workplace, and do want you can to create that safe space. Ensure policies are updated and followed, lead by example and train and workers within your organization.

If you’re motivated to learn more about the LGBTQ+ community consider checking out sites like TheSafeZoneProject for terminology, PFLAG a website for families and friends of LGBTQ+ people, or GLAAD, an organization devoted to shaping conversations about LGBTQ+ folks.

Helping Someone Who’s a Workaholic

3/8/2023

By Dr. Joti Samra, CEO & Founder of the Psychological Health & Safety (PH&S) Clinic and MyWorkplaceHealth

Is someone you care about working themselves so hard it may be damaging to their health? Maybe they aren’t just exhausted, but are starting to isolate themselves? Or they’re tired enough that they’re putting themselves at risk every time they drive home – many people don’t consider the fact that tiredness at the point of exhaustion is the same as impaired driving. Or, they may be engaging in unhealthy behaviours such as excessive drinking or overeating as a way to self-soothe or self-medicate.

When putting in a few too many hours becomes a problem

With overworking there are two major issues: The person’s decision to work an inordinate number of hours, and the resultant impacts on their health.
Keep in mind that the person’s decision to work the number of hours they are working may not be completely voluntary. There are a number of reasons a person may need to – or feel they need to – work these hours, some of which may include: high living expenses or debts, significant changes to life circumstances, working following a period of unemployment or preparing for retirement.

Have empathy & be kind

Whatever their reason, try to understand where they are coming from. It can feel awful to be in a position where you are uncertain about your future, particularly as we age. They are probably worried about the future, as well as frustrated or even angry at themselves, or their past circumstances. The reality is that they may need to be working at the level they are to pay the bills or have the future they once imagined.

Starting a conversation

First, ensure the conversation takes place during a time when you are both feeling relaxed. Remember to keep the conversation light and supportive, and be mindful that they probably will have a lot of pride around these issues. Start with a conversation about their future and talk generally about what their hopes and dreams are. This may help you get a picture of what they’re working toward.
Gently inquire about whether the means they are currently adopting (in other words, the hours worked) are necessary to achieve those goals. If appropriate, offer to help them with planning – you may suggest that they could find it helpful to sit down with a financial advisor who can map out plans in more detail.

Key messages to communicate

After you’ve had the opportunity to talk with your loved one about the future and gained some insight into their goals and underlying values associated with work, then, in a separate conversation, you can express your concerns about their health. Here are some suggestions about how to approach this topic:

Describe what you are seeing. Be specific and objective. For example, have you directly observed their driving difficulties, or unhealthy alcohol or food patterns – or other problems that have resulted from overwork? Imagine being a fly on the wall and describe what you have seen specifically – such as “I’ve noticed over the past few months that your after-work drink has turned into half a bottle or more – I wonder if this has helped manage the stress you’re under?” rather than “I know you’re using alcohol to deal with stress”. Acknowledge and validate how the unhealthy behaviour may be serving some useful function.
Tell them directly how you feel. Share that you are worried and want to see them as healthy as possible and that you don’t want your intent to come across as critical or judgmental.
Ask if there is anything you can do that may help. Offering to help or support them may be the lifeline they need to take a step back from work or change their unhealthy work patterns.
Offer to go to their family physician with them to talk about possible causes and contributions. It’s amazing how often people will be more willing to heed the advice from a professional.
If they are resistant to make a change, and you have concerns about their driving, you have an obligation to inform their family doctor. Consent issues do not apply here – meaning that if you have some concerns about risk, it is in your right to call their physician (the doctor cannot release any information back to you without the individuals’ consent).

Unfortunately, you can’t magically get your loved one to value their health more than work, but you can guide them toward possible solutions that improve the situation. Visit MyWorkplaceHealth.com for more workplace resources.

Editor’s Note: This post was originally published as part of a Globe and Mail “Ask the Psychologist” column authored by Dr. Samra, and has been edited and updated.

How can I get my chatty employee to quiet down

Understanding and Minimizing the Effects of Shiftwork

Supporting LGBTQ+ People in the Workplace

Helping Someone Who’s a Workaholic

PH&S Clinic

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