Empowering Employees: 3 Benefits of Cognitive Behavioral Therapy
How can Cognitive Behavioral Therapy (CBT) revolutionize the mental well-being of employees?
In today’s demanding work environments, the mental well-being of employees is more crucial than ever. Managers and leaders bear the responsibility of ensuring the welfare of their team members, including their mental health.
But to effectively support them, it is important to understand the available resources. One such powerful intervention is Cognitive Behavioral Therapy (CBT), which has revolutionized mental health treatment.
CBT is an evidence-based approach that centers on cognitive abilities, emphasizing how thoughts influence emotions and behaviors. Founded in the 1960s by Psychiatrist Aaron Beck, CBT challenges the notion of mental disorders solely as mood-related, recognizing the role of dysfunctional thinking patterns.
This therapy has proven highly effective in treating a range of mental health issues, including depression, anxiety, bipolar disorder, schizophrenia, substance addictions, and eating disorders.
Once an individual makes the connection that it is their thoughts that are influencing their mood, their journey of recovery and relief from mental health issues becomes possible.
So, what are the key benefits of CBT in the workplace?
- Awareness of Negative Thought Patterns: CBT helps individuals recognize and understand their negative thought patterns that impact mood and actions. By identifying these patterns, employees gain insight into how their thoughts shape their experiences.
- Ability to Change Thought Patterns: With practice, individuals can learn to challenge and replace negative thought patterns with positive ones. This cognitive restructuring empowers employees to adopt healthier ways of thinking, leading to better life outcomes both personally and professionally.
- Freedom and Ownership: CBT equips employees with the tools to take control of their mental well-being and create a positive life experience. By mastering cognitive skills, individuals become proactive in managing their emotions and responses to challenges.
So, as a manager what are some of the red flags that you need to look for when observing or talking to employees.
Some red flags to watch out for include missed deadlines, withdrawal from team interactions, neglect of self-care, tardiness, and changes in behavior.
Initiating open and empathetic conversations with employees about their well-being can make a significant difference. By actively listening to their concerns and observing any signs of distorted thinking, managers can offer support and guidance.
However, it’s common for employees to resist seeking help, fearing stigma or judgment. Managers must overcome this barrier by normalizing the use of counseling services provided by the company.
I am saying that a caring manager needs to keep an eye out for the stressed employee, talk with them and listen carefully to what they are saying about their life, their work, their world view and if you think there are elements of distorted thinking you can sign post them to talk to a counsellor.
I have heard it a thousand times from Managers saying, “Ma’am we worry the employee is going to react saying, I don’t need a counsellor, I am not mad”. I point out to managers that now they are perhaps falling into the distorted thinking cycle….I think we all can have a balanced calm discussion about using the counselling sessions available to the employee free of charge from the company to just get an option to talk about their difficulties and dilemmas to a non-judgmental qualified professional.
By raising awareness of negative thought patterns, empowering individuals to change their thinking, and promoting a sense of ownership over their mental health, CBT equips employees with invaluable tools for navigating the challenges of modern work life.
In conclusion, as managers and leaders, it’s our responsibility to foster an environment where employees feel supported, valued, and empowered to prioritize their mental health.
Call Me Your Therapist
Did you know that the difference between a therapist, counsellor, and psychologist lies not just in their titles, but in their training and approach to mental health? Understanding these differences is important for individuals seeking support and guidance for their mental well-being.
Let’s begin with psychologists, professionals who undergo rigorous training to learn about the complexities of the human mind and behavior. Typically, psychologists complete 5-6 years of education, culminating in a doctoral degree. This extensive training equips them with the knowledge to diagnose and treat a wide range of mental disorders.
Psychologists specialize in using evidence-based therapy techniques grounded in psychological theory and research. They delve deep into the underlying causes of psychological distress and offer comprehensive assessments and diagnoses. Their work extends beyond counseling sessions, often involving research, psychological testing, and collaboration with other healthcare professionals.
In contrast, counselors focus on providing practical interventions and support for individuals facing personal or professional challenges. Their training typically spans 2-3 years, resulting in a master’s degree in Counseling, Social Work, or Psychotherapy.
Counselors emphasize a client-centered approach, prioritizing empathy, active listening, and collaboration. They guide clients through a process of self-exploration, helping them identify and address specific concerns.
They excel in offering strategies for coping with stress, improving relationships, and enhancing overall well-being.
Psychologists use many of the same therapy techniques as counsellors, and have further qualification and knowledge to dig deeper into the Why of the problems, and provide a diagnosis for severe mental disorders.
Despite their differences, psychologists and counselors share common ground in their commitment to evidence-based practice and client-centered care. Both employ therapeutic techniques rooted in established psychological principles, fostering a safe and supportive environment for clients to explore their thoughts and emotions.
Furthermore, psychologists and counselors often work in similar settings, including private practices, community mental health centers, hospitals, and educational institutions. Their efforts contribute to a holistic approach to mental health care.
While therapists encompass both psychologists and counselors, the term often refers to professionals trained in providing long-term support to individuals with severe and ongoing mental health issues. Therapists, particularly those with specialized training in areas such as trauma, addiction, or mood disorders, play a vital role in facilitating recovery and promoting resilience.
Therapists work closely with clients to develop personalized treatment plans, incorporating a variety of therapeutic approaches to address complex psychological concerns. Their expertise extends beyond traditional counseling sessions, encompassing ongoing support, advocacy, and empowerment.
Whether you opt to work with a psychologist, counselor, or therapist, the key is finding a professional with whom you feel comfortable and supported.
Consider factors such as expertise, approach, and rapport when selecting a mental health provider. Take the time to research different professionals, read reviews, and ask for recommendations from trusted sources.
Remember that finding the right fit may require some trial and error, but investing in your mental well-being is always worth it.
In my opinion, either one of those would be a good starting point for you to engage with and see if they are a good fit for you. It is like a GP or Doctor, we all have our preferences and choices and if you think you can work with the counsellor, go ahead and engage.
I think the most important thing is to use counselling to make informed decisions.
Many organizations offer Employee Assistance Programs (EAPs) to support the mental health and well-being of their employees. These programs provide confidential counseling services, often at no cost to employees and their families. Take advantage of these services to access professional support and navigate life’s challenges with confidence.
Remember that prioritizing your mental well-being is an investment in yourself and your future. By seeking support, accessing resources, and engaging in self-care practices, you can cultivate resilience, enhance your overall well-being, and live a fulfilling life.
If you or someone you know is struggling with mental health issues, don’t hesitate to reach out for help. Hope this information is helpful for making some informed decisions.
Effective Key Strategies To Overcome Fatigue
In the hustle and bustle of modern-day work life, fatigue can often creep in, impacting our productivity and overall well-being. However, overcoming workplace fatigue doesn’t always require drastic measures. In fact, the key lies in simple, everyday actions.
What if I told you that the key to overcoming workplace fatigue lies in simple, everyday actions?
Let’s unveil these five effective strategies
Circadian disruption is the most important cause of fatigue. There is a disruption to the biological clock, that may lead to disturbance in the sleep/wake cycle, abnormality in Melatonin synthesis, affect blood pressure, and lead to metabolism imbalance due to changes in meal timings.
The restorative theory states that sleep allows for the body to repair and replete cellular components necessary for biological functions that become depleted throughout an awake day.
There are 5 effective strategies that can help you reduce fatigue.
Prioritize Quality Sleep: First is by minimizing sleep loss. It is essential to get quality sleep and promote enough sleep according to the needs of the individual person. So some may feel ok after a 6 hour sleep cycle but others may require a full 8-hour rest period.
Limit Overtime: The second way is to avoid overtime. Excessive work hours, particularly beyond 12-hour shifts or early start shifts, significantly increase the risk of fatigue and should be avoided whenever possible.
Incorporate Short Naps: The third most important way, particularly those who work night shifts can implement is having short naps during the shift. Napping is known to be a fatigue countermeasure and very effective for night shift workers. For instance, individuals in the call center industry working night shifts will have to remain vigilant about your fatigue levels.
Adapt Circadian Rhythms: The fourth way is to slowly adapt your circadian rhythms to sleeping during the day. Gradually synchronizing circadian rhythms through exposure to bright light and melatonin intake can help establish a restful sleep pattern.
Develop Healthy Sleep Habits: Fifth, last but not the least developing good sleeping habits, by having regular sleep/wake schedules, reserving the bedroom for sleep and not for work, creating a relaxing pre-sleep ritual such as calming music and making the sleeping area quiet, totally dark and comfortable is key to reducing fatigue and its negative impacts.
Fatigue presents a significant challenge in modern-day workplaces. Each employee needs to take self-care and continue to work towards an effective management of workplace fatigue. Your optimum productivity, career progress and rise in income are all connected to how you fully understand your biological clock, pay attention to your cumulative sleep loss and ensure you remain on top of your game. In conclusion, combating workplace fatigue is within reach by implementing simple yet effective strategies in your daily routine.
We work hard for ourselves and our family members and self-care is an important activity in the working life of each individual. I wish you the very best in this path of self-discovery for you.
Take care and as always I firmly believe
Employee Wellness Leads to Successful Business!
Supporting Employees with OCD: HR Manager (Part 2)
Obsessive-Compulsive Disorder (OCD) is a mental illness characterized by recurring, unwanted thoughts (obsessions) and repetitive behaviors or mental acts (compulsions). It is a mental illness that interrupts the life of a person and gets in the way of working, following hobbies and spending time with family and friends.
The obsessions and compulsions can consume significant time and mental energy, leading to distress and impairment in functioning.
OCD often coexists with other mental health conditions such as anxiety disorders and depression. These conditions can aggravate the symptoms of OCD and make it more challenging to manage.
Obsessions in OCD commonly revolve around themes such as contamination fears, fear of causing harm to others, need for symmetry or exactness, and intrusive thoughts that are often disturbing or distressing.
Compulsions are repetitive behaviors or mental acts performed in response to the obsessions, aimed at reducing anxiety or preventing perceived harm. Examples include checking if the gas is switched off, cleaning or washing excessively, counting, and seeking reassurance from others or intrusive thoughts or images that may be violent or sexual in nature.
Employees grappling with obsessive-compulsive disorder (OCD) often endure a rollercoaster of emotions, including fear, feelings of anxiety and sadness. They may worry that they are going mad or are a bad person. It is important to recognize that OCD is nothing to be embarrassed or ashamed about.
Obsessive-Compulsive Disorder (OCD) is caused due to a complex interplay of genetic and environmental influences. These factors vary from familial history of OCD and brain structure to exposure to stressful life events such as bullying, abuse, or significant life events like childbirth, loss of a loved one or divorce.
Genetics play a significant role, with individuals having first-degree relatives who developed OCD during childhood or adolescence have a higher susceptibility. Additionally, research indicates distinct structural variations that can be identified as being affected.
Environmental factors, particularly early-life trauma including physical, sexual, or emotional abuse, can also heighten the risk of OCD development. Individuals with OCD often exhibit lower serotonin levels and heightened brain activity in specific regions, this contributes to symptom manifestation.
Certain personality traits, like high levels of anxiety, perfectionism, and a strong sense of responsibility, may further predispose individuals to OCD tendencies.
Look we all from time to time have worries, anxieties and mild compulsions but if our thoughts or compulsions seem excessive and are affecting our ability to carry out your daily routines, it is important to seek help because OCD will not disappear on its own.
Managers play a crucial role in recognizing signs of OCD in their team members and facilitating access to counseling and support services. As a manager if you are observing some of these symptoms mentioned above, talk to the employee and support him or her to get counselling help.
Employees are the company’s biggest asset and supporting them to live in an optimum mental health state will be a true win/win situation for the employee and the employer.
Counselling Strengthens Mental Resilience: Learn About Its Benefits!
“Just as a physical workout strengthens the body, counselling strengthens mental resilience. Today, we learn about its benefits in work and life.”
Counselling is a form of therapy centered around conversation, where individuals engage with a trained therapist to address and manage emotional issues they may be facing. Much like how physical exercise strengthens the body, counselling exercises and strengthens mental resilience.
The process involves the individual having dedicated time with a therapist who provides a safe, confidential space for them to express their thoughts and feelings without fear of judgment.
A key aspect of counselling is its systematic approach. It typically begins with building a trusting relationship between the individual and the therapist. Through active listening and empathy, the therapist gains insight into the individual’s concerns and helps them identify specific goals they want to work toward and how to improve their life.
Once goals are established, the therapist and individual work together to plan an intervention. Throughout the counselling process, regular evaluations are conducted to assess progress and make any necessary adjustments to the approach.
Counselling sessions typically range from 40 to 60 minutes and can vary in frequency depending on the individual’s needs and the complexity of their issues. While some individuals may find relief in just a few sessions, others may benefit from ongoing support over a longer period.
Very often when I am running awareness workshops or webinars with groups of employees, I am questioned, “Madam what will happen with counselling?” If we have a problem, we will only have to deal with it. Talking to a stranger seems like a difficult thing to do”
And I am very pleased when a question like this is asked, because it gives me an opportunity to state the importance of talking to a trained neutral professional as opposed to an aunty, uncle or friend.
The reality is a family member or friend has a bias; they think you need to do something about your problem according to what they think is right. All well-meaning people in our life have their own agendas, and their unconscious mind tries to guide you towards a solution that they believe in. I am not saying that their intentions are bad but are the solutions that they are offering right for you?
Psychology is an evidence-based scientific study, and psychologists, counsellors and therapists undergo rigorous training and education in evidence-based therapeutic approaches.
When you meet a psychologist or a counsellor for a session, they have learnt to keep their biases aside, listen intently and actively, assess your situation and provide options of evidence-based interventions that are time tested based on working with your neurology, your cognition. For e.g. CBT (Cognitive Behavior Therapy) which focuses on identifying and modifying thought patterns to influence feelings and behaviors. This involves a systematic examination of one’s thoughts, emotions, and behaviors to understand the underlying connections and develop strategies for positive change.
The way our brain works is that our thoughts create feelings, and feelings create behavior, and then this behavior in turn reinforces our thoughts. Now if we want to change how we feel or how we behave, we need to really analyze in depth what are our thoughts about a particular problem and see if we can change the thoughts if we want to modify our feelings and behavior.
Now this may appear quite simple when I am putting it like this, but it really is a skill to keep the conversation going in a purposeful way in each session and giving the client ways to practice different thinking patterns and strategies to assess the impact on their feelings and behaviors.
For this you do need a trained professional, I have no doubt about it.
Overall, counselling provides individuals with the tools and support they need to navigate life’s challenges and ultimately build greater mental resilience. By addressing emotional issues and fostering self-awareness, counselling empowers individuals to lead healthier, more fulfilling lives.
What Is Fatigue? Uncover The Truth Behind This Everyday Challenge
Imagine starting your day feeling exhausted, no matter how much you’ve slept. At work, your mind feels foggy, and you can’t keep up. This isn’t just tiredness; it’s fatigue. But what exactly is fatigue?
Let’s uncover the truth behind this everyday challenge.
Fatigue isn’t just feeling tired; it’s a big problem that can make it hard to think clearly or do physical activities. When you’re fatigued, your body tells you to stop what you’re doing, whether it’s physical work or mental tasks. A person who receives this signal from his or her body is bound to stop the physical or mental activity he or she is doing.
So, what are the causes of fatigue?
One cause of fatigue is said to be the physical load, which means whether you are physically having to exert yourself, are in an awkward posture or dealing with a static load or have to do repetitive movements.
For instance, Employees who work in manufacturing and have to operate machines, stand or bend in awkward positions, bear weight and do repetitive hand or leg movements. Even jobs that seem easy, like working on a laptop for longer duration place higher loads on muscles, tendons, ligaments and joints.
Another reason is mental strain. This can happen if your job has irregular work hours, demanding job roles, workplace stress, strained colleague relations, or if you have to make lots of decisions quickly all add to the mental load.
Imagine working for a service center catering to U.S. clients all through the night in India, handle irritated customers, co-ordinate with global colleagues and make snap decisions under pressure. Such circumstances can be mentally taxing and fuel fatigue.
The third factor falls under environmental stressors, variables such as room temperature, noise levels, lighting intensity, vibrations, and humidity. These elements can significantly impact an employee’s fatigue levels. However, the most critical factor contributing to fatigue is the lack of sleep.
Research indicates that approximately 45% of employees in industrial settings seek medical advice for fatigue-related issues. While they may not explicitly attribute their symptoms to fatigue, they often report sleep disturbances, feelings of depression, or body pains.
In a survey, up to 81% of short-haul commercial pilots reported experiencing severe fatigue. Additionally, studies have shown that fatigue is a contributing factor in 20-30% of road accidents.
These numbers are quite alarming, so have you taken a self-assessment test? to find out if you have fatigue and how severe it is?
If not, then take a look at this clinically validated free online fatigue self-assessment tool. Go ahead and check it out. Self assessment link
You may learn much more about your own fatigue levels.
There is much that can be done to prevent and manage fatigue. Practicing good sleeping habits, minimizing sleep loss and making lifestyle changes go a long way towards reducing fatigue.
Fatigue is a significant modern-day problem. Each employee needs to take self-care and continue to work towards an effective management of workplace fatigue. Your productivity, career growth, and even your income is all tied to understanding your biological clock, pay attention to your sleep cycle and stay sharp.
Understanding And Supporting Employees With OCD In The Workplace
“Imagine a future where every HR Manager is equipped to support employees with OCD effectively.”
How do we achieve this?
Let’s find out.
So, what is OCD? The full form of OCD is obsessive compulsive disorder, it is diagnosed when an assessment is made that a person has obsessions and compulsive behaviors that take a lot of time and get in the way of important activities the person values such as working, spending time with friends and family or following their hobbies.
Obsessive-Compulsive Disorder (OCD) is a mental illness that affects about 1.1% to 2.5% of the population, characterized by obsessions and compulsions that interfere with daily activities. While casual references to being “OCD” about organization or cleanliness are common, OCD involves persistent, distressing thoughts and time-consuming rituals.
True OCD goes beyond preferences, it can manifest in the workplace as excessive cleaning rituals, constant checking behaviors, or persistent intrusive thoughts that disrupt productivity and well-being. It forms a vicious cycle that steals the person’s peace of mind and time.
For instance, an HR Manager consulted with me about a new employee who, despite an impressive CV, struggled to meet deadlines and fit in with the team. He said that this young man was taken on because he had a stellar CV and had all the experience he needed to do the job, but somehow he was unable to complete work on time and there were ongoing complaints from the team.
The HR Manager is an empathetic person who had been present for this man’s interview and felt like he was missing something.
I recommended the HR Manager to refer the concerned individual to the Employee Assistance Program psychologist and it turned out that the employee had OCD. With counseling, the employee showed significant improvement in productivity after 10 sessions.
What it takes is for a win/win outcome is for Managers to care and support employees.
So OCD for this young man looked like this- he had thoughts that the office was contaminated with germs and that his laptop was unsafe to use. He would spend hours cleaning his desk and laptop at work and at home, keep washing his hands all day. It was distressing and time-consuming and interfered with his daily work life.
Other common obsessions can include the fear of causing harm to someone else, needing things to be balanced or in the right order, or intrusive thoughts or images that may be violent or sexual in nature.
Some of the compulsions that manifest may involve checking things repeatedly, like checking the gas is switched off, or door is locked, or cleaning things many times, counting to a particular number or going through a sequence of numbers, asking people for reassurance.
An employee who has OCD may feel scared, tearful or depressed. They may worry they are going mad or are a bad person. It is important to understand that OCD is nothing to be ashamed of.
OCD is caused by a combination of nature and nurture factors. This may vary from having a family history of OCD, to experiencing stressful events in life like being bullied, abused or after significant life events such as childbirth, death of a loved one or divorce.
Treatment options for OCD include medication and therapy, such as CBT (Cognitive Behavior Therapy), Exposure and Response Prevention, mindfulness and ACT (Acceptance and Commitment Therapy). These evidence-based approaches can help individuals manage their symptoms effectively.
In conclusion, supporting employees with OCD requires awareness, empathy, and proactive intervention. By understanding the impact of OCD on individuals in the workplace and implementing supportive strategies, HR managers can create a more inclusive and productive work environment for all.
Blurred Boundaries: Understanding And Managing Workplace Fatigue
In today’s fast-paced world, the lines between work and home life have become increasingly blurred. With the advancement in technology and the prevalence of remote work, individuals find themselves seamlessly transitioning between their professional responsibilities and domestic duties. This shift is especially prominent among young families, where women often juggle high-pressure careers while managing household responsibilities, and men may take on the role of house husbands, balancing work and childcare from home.
The prevalence of work-related emails, messages, and virtual meetings means that work often encroaches upon family time, even on weekends. What was once a time for relaxation and recharging now often includes late-night work sessions, social engagements, and a never-ending cycle of work and leisure.
But amidst this hustle and bustle, there’s a silent enemy lurking: fatigue. Fatigue, simply put, is a state of exhaustion that arises from prolonged mental or physical exertion, stress, sleep deprivation, or exposure to demanding environments. It’s that feeling of being tired, weary, and mentally drained, which can have serious repercussions on both our personal and professional lives.
The other definition, according to the Health Safety Executive Board: “Fatigue is a result of prolonged mental or physical exertion; it can affect people’s performance and impair their mental alertness, which leads to dangerous errors.”
The consequences of fatigue are far-reaching and impactful. From decreased motivation and longer reaction times to impaired judgment and communication breakdowns, its effects can impair our work performance and well-being. Chronic symptoms like headaches, memory problems, and muscle pain further compound the issue, making it essential to address fatigue proactively.
Fortunately, there are strategies we can employ to manage fatigue’s impact on our lives.
Prioritizing self-care is paramount. This means establishing healthy sleep habits, minimizing sleep loss, and making lifestyle adjustments to promote overall well-being. Additionally, taking breaks, practicing mindfulness, and setting boundaries between work and personal time can help alleviate the pressures that contribute to fatigue.
Self-assessment tools are valuable resources for gauging our fatigue levels and identifying areas for improvement.
Have you taken a self-assessment test to find out if you have fatigue and how severe it is? If not, the click on this link (Self Assessment Tool)and you may learn much more about your own fatigue levels.
By understanding our own biological rhythms and recognizing the cumulative effects of sleep deprivation, we can take proactive steps to address our needs and enhance our resilience.
In the pursuit of professional success, it’s crucial not to overlook our well-being. Just as we work hard to provide for ourselves and our families, we must prioritize self-care to sustain our long-term health and happiness. By fostering a culture of self-awareness and resilience, we can collectively combat workplace fatigue and cultivate a more balanced and fulfilling life.
Safeguarding Mental Health: Tackling Online Harassment At Work
Online harassment, as defined under the IT Act of 2000, encompasses a range of hostile behaviors employed by internet users to harass, threaten, or maliciously embarrass individuals or organizations. It manifests through verbal insults, sexual references, or social shaming, infringing upon a person’s right to live free from violence and actively engage in online democratic interactions.
This issue of online harassment extends beyond age groups, affecting not only children, the elderly, or young adults but also necessitating vigilance from businesses. The potential consequences are significant if not addressed properly.
The complexity of online harassment arises from the inability to directly resolve the issue through face-to-face communication. The harasser and the victim are separated by a screen, providing a sense of boldness to those perpetrating insults and harassment.
In the workplace, it is crucial for employees to be vigilant about signs of online harassment. HR managers and top executives should conduct training programs to educate employees about various forms of online abuse and raise awareness. Now, let’s delve into some common manifestations of online harassment in the workplace.
One prevalent issue is internet stalking, where a colleague monitors every online activity of another, be it on social media or through blog postings. At times, a group of coworkers collaborates to create a derogatory blog article aimed at annoying and insulting a specific colleague.
Virtual harassment extends to instances where a colleague employs social media platforms like Facebook or X to convey unpleasant remarks or texts to another co-worker. Sexting represents another form of harassment, involving the transmission of videos or photographs by a co-worker who is aware that the recipient will be upset.
Various other types of online harassment include:
- Catfishing: This involves the theft of another individual’s complete online identity, including information, images, date of birth, and geographical location. The abuser then pretends this identity is their own, creating a new persona. Motivations for catfishing may range from seeking revenge or harassment to concealing one’s identity for fraudulent activities.
- Doxing: In this form of online harassment, the personal details of an individual are publicized online, encouraging others to call, email, or visit the victim’s address with the intent to abuse, humiliate, or harm them.
Recently, I worked closely with a startup CEO who became a victim of “Doxing.” While doxing itself may not be illegal, it can fall under stalking and harassment laws due to the extent of the harassment endured. For anonymity purposes, let’s refer to the CEO as Rati (a false name). Rati, after declining franchise offers, experienced cyberstalking and harassment online. This was an attempt to humiliate her and tarnish her company’s reputation.
Negative comments were posted on her website and various internet forums. Additionally, her friends and colleagues received requests from a Facebook account bearing her picture but with a slightly different name. The fake profile even included Rati’s home address and pictures of her street and house exterior. Despite Rati attempting to distinguish her real profile by changing her photo, the perpetrators continuously updated the fake profile with new pictures
The fabricated profile was employed to spread negative narratives about Rati, her company, and some of its staff. Malicious rumors were circulated, suggesting inappropriate relationships with other company executives. This tumultuous period left Rati feeling depressed and isolated, grappling with the challenges of maintaining her company’s stability while safeguarding herself from physical harm.
Despite the immense support Rati received from friends, family, and internet platforms upon notification, she faced questioning as to why she didn’t simply take down her Facebook profile and go offline. Rati adamantly refused, recognizing that deleting her profile would leave only the harasser’s version online, potentially tarnishing her reputation and jeopardizing her startup’s future.
Online harassment is a grave and potentially life-threatening issue, with profound repercussions for victims in their professional and private lives.
In this discussion, a woman’s experience was highlighted, but it is essential to emphasize that men also fall prey to online harassment. Men in workplaces, both in India and abroad, become targets due to factors like caste, english-speaking abilities, skin color, or place of birth. Numerous men have faced humiliation, isolation, and job loss due to online harassment.
In essence, online harassment is an undeniable reality on the rise in our increasingly digital world. The culpability rests squarely with the harassers, regardless of claims of provocation. Online harassment is a crime and should be treated and addressed as such.
Friends and family play a crucial role in offering support during online harassment. Sharing your experience with them can be more beneficial than internalizing distress. HR Managers should ensure that employees receive robust support in the workplace to address online harassment. Offering counseling support and implementing organizational systems to curb harassment by colleagues are pivotal measures.
Practicing good self-care is imperative during such situations. Taking care of emotional health, seeking assistance from a therapist, and creating a safe space for understanding and support are essential steps. Reach out for help to ensure your well-being and safety.
Reference
1. https://www.eap-india.com/online-harassment-meaning-types-impact/
What Is The Meaning Of Detachment From Work…
As a customer service engineer, Sameer confronts a steady stream of calls from clients seeking solutions to their software issues. Specializing in unraveling coding complexities, Sameer approaches each challenge with dedication, delving into the core of the problem. He seamlessly combines his engineering prowess with hypothesis-driven intuition, aiming to address the unique needs of every client. Despite his concerted efforts, not every issue is resolved on the initial attempt, and not every client exhibits reasonable and respectful behavior.
Engaging in this line of customer service work can prove emotionally taxing for many. The consistent investment of heart and soul into each call, coupled with the potential for criticism, may make the job feel personally challenging, almost like a direct affront. Anjana Gaekwad, Director and Clinical Psychologist at EAP-India, observes, “Many of us tie our behavior, productivity, and performance to our self-worth, and failure can be perceived as rejection, undermining our self-worth.”
However, Sameer approaches this aspect differently. Even in the face of irritable and impatient clients, he doesn’t interpret their reactions as personal attacks. Instead, he adapts to the challenges, learning from failures and using the experiences to address similar issues effectively.
In the context of Sameer’s approach to his customer service role and the broader theme of emotional detachment from work, there’s a profound connection with a principle rooted in Indian culture, as articulated in the Vedas: “Karmane vadhika raste, ma phaleshu kadachana” (You have a right to actions but never to the fruits thereof; you should never be motivated by the results of your actions). This ancient wisdom emphasizes the idea that individuals should focus on their actions without being overly attached to the outcomes.
Modern research aligns with this principle, highlighting the benefits of emotional detachment in the workplace. The concept of detachment, or a healthy separation from one’s work, provides a space for objectivity and self-reflection. This, in turn, contributes to enhanced productivity among employees.
The key lies in striking a delicate balance between caring too much and too little, allowing individuals to establish a necessary distance between themselves and their work. It becomes crucial when reflecting on recent projects or interactions. For instance, if Sameer encountered negative comments from a boss or client, the emotional toll could trigger anger, shame, or embarrassment. Here, the application of detachment proves to be a valuable tool, enabling individuals to process such emotions in a productive and regulated manner.
So, what exactly is detachment?
It involves the ability to recognize and release emotions like anger, hurt, or sadness without becoming overwhelmed by them. By shedding the burden of hurt feelings, employees can objectively receive feedback, fostering an environment conducive to exploring new solutions and options. This approach aligns with the timeless wisdom encapsulated in the Vedic saying, promoting a healthy and balanced perspective toward work and its outcomes.
The advantages of emotional detachment from work are underscored by research findings, such as a 2014 study conducted at a German University. This research delved into the problem-solving performance of individuals across various emotional states, revealing a remarkable outcome. Contrary to expectations, participants in a neutral mood outperformed those in positive moods. Similar to Sameer’s ability to calmly focus solely on engineering problems, individuals with a more neutral mindset demonstrated a capacity to coolly solve complex problems.
In a separate study within the realm of Work and Organizational Psychology, the link between psychological detachment and overall psychological well-being was explored. According to Etzion et al (1998), psychological detachment is defined as the experience of gaining mental distance from one’s work while being away from the actual work situation.
The findings of this study indicated that high levels of psychological detachment acted as a protective factor, enabling employees to withstand demanding jobs and workloads without succumbing to psychosomatic complaints. Conversely, those who were overly attached to their work experienced emotional exhaustion and reported psychosomatic effects such as cardiac problems, sleep issues, and bodily aches and pains.
This research not only underscores the significance of psychological detachment as a moderator in the workplace but also highlights its holistic benefits that extend beyond professional domains. By fostering mental distance from work, individuals can enhance their overall well-being, contributing to a healthier and more balanced life.
Priyanka, an HR Manager, once shared her struggle with an intense connection to her job that permeated into her personal life, disrupting family dynamics and personal space. Through guidance and conscious detachment, she managed to create a clear separation between the demands of her professional role and her personal life. A few months later, she reported noticeable benefits, with improvements in her mood and the quality of her work.
It’s crucial to dispel the misconception that detachment from work equates to not caring at all—a sentiment echoed by Aristotle’s wisdom: “The virtue of detachment is the mean point between the two extremes of excess and deficiency.” In Priyanka’s case, detachment allowed her to recognize that her identity wasn’t solely defined by her job; she had a life beyond her professional responsibilities.
Detachment, as a skill, is acquired through conscious effort and regular practice. To assist in cultivating this skill, consider a few techniques and strategies:
Focus on the objective of your work: When reflecting on your professional endeavors, shift your focus from subjective measures like making everyone happy to objective outcomes.
For instance, ask yourself, “Did I work towards my goal?” This helps redirect attention to the core purpose of your work.
These deliberate practices contribute to fostering a healthier relationship between work and self, promoting emotional well-being and preventing an unhealthy entanglement between professional responsibilities and personal identity.
The importance of understanding oneself beyond the confines of work is highlighted by Ms. Patricia Linville, an associate professor at Duke University, who introduced the psychological concept of “self-complexity.” This idea suggests that each person possesses multiple identities, ranging from social roles like friend, parent, or sibling, to recreational pursuits like being a badminton player or a Team India cricket fan, and professional roles such as HR Manager or Customer Service Manager. The more complex one’s self-representation is, the more resilient they are to the negative effects of stressful life events.
Recognizing that if your entire life revolves around your job, a job loss or workplace politics can significantly impact you negatively, it becomes crucial to diversify and enrich your life. Embrace a variety of roles, maintain meaningful relationships with family and friends, and nurture hobbies. While giving importance to work, acknowledge the significance of other aspects of life.
Establishing strict boundaries, especially for those working from home or in a hybrid working mode, is essential to practice detachment. Implement practices such as setting a cut-off time for work, avoiding work-related activities after a certain hour, or having gadget-free dinners and quality family time. Consistent and conscious application of these everyday techniques can transform them into habits.
Another beneficial technique is metacognition, the practice of reflecting on your own thinking patterns. Identify topics that trigger strong emotional reactions or overreactions at work and seek help if needed, as it may indicate underlying issues. Detachment is a learned skill, and while there are no shortcuts, the suggested techniques can facilitate the process.
It’s essential to recognize that work, detachment, and self are highly personal concepts with no one-size-fits-all approach. Experiment with different techniques and reflect on what works best for you. Mastering detachment unlocks tremendous potential within individuals.
In the evolution of human brains, the biological inclination to avoid failure is inherent. However, by embracing feedback, managing ego, and cultivating detachment in work, individuals can focus on objectives and achieve success. Similar to Sameer’s perspective, prioritizing problem-solving over personalizing negative client behavior demonstrates the profound utility of detachment in individual work and success in the workplace.
References:
- https://www.linkedin.com/pulse/recovering-from-work-stresses-psychological-jordan
- Haun, V. C., Nübold, A., & Bauer, A. G. (2018). Being mindful at work and at home: Buffering effects in the stressor–detachment model, 91, 385–410. Journal of Occupational and Organizational Psychology. https://doi.org/10.1111/joop.12200CrossRefGoogle Scholar
- Bandura, A. (1977). Social learning theory. Englewood Cliffs, NJ: Prentice Hall.Google Scholar
