Myra G. Gahid, RPsy, RPM
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As a practitioner who listens to employees’ woes, I always ask my clients who they consider as their support system. Surprisingly, I rarely hear the word, ‘manager, supervisor, boss, or leader’ as an answer to my question. My follow-up questions include ones that are related to confirming if they have informed their boss about their current experience and difficulties, and I am usually met with moments of awkward silence. Sometimes, clients tell me that they told their supervisor about their concerns, but they receive a casual one-liner, usually “You can do it!” or “Don’t think too much about it”, or a nod and a reply that goes along the lines of, “I hear you, and I know it’s a difficult time for you, but we have work to do.”
My heart aches when a client shares how they feel that their ability to ‘get things done’ is seen as an automatic ‘feature’ of their role as an employee, that even if their mind doesn’t feel like it can function the way they’re used to or in the way they know they can do things, they are expected to continue working because they are being paid to do so.
One of the most common descriptions I hear during therapy sessions is “I feel like I am a robot, and that my boss thinks that my request to take a leave is an excuse.” When I provide a work leave recommendation, most of my clients adamantly decline the suggestion and tell me, “If I take the leave, I will still face the same (or even worse) amount of workload when I return.”
I pause and ask my client, “If we reach a point where you are not able to do your work anymore, can somebody replace you as an employee?” Clients will say yes. I affirm their answer and ask another question, “If we reach a point where you are not able to do your work anymore, can somebody replace you as a family member, as a friend, or as a (insert another role of client outside work)?” And this question often hits my clients hard. I’m used to hearing a client crying, an awkward pause, their voice breaking, and sometimes an emotionally charged answer, but I continue to hold a space for them to gather their thoughts and give a reply.
While work leave recommendations are supposed to support the client to have time to breathe, step back for a minute, and reconnect with themselves, numerous clients tell me that their request has been disapproved for a variety of reasons such as lack of manpower, scheduling concerns, duration of leave is too long, and their condition not warranting ‘special treatment’.
Are employees cogs in a machine?
I know that bosses also have a different set of concerns (I might write about this in a different article), but our colleagues are clamoring for support. As much as we can support them during consultations, we also need your help in supporting them while they are in the workplace. Like I always say, Healthy employees create healthy workplaces. Here’s a pun (if it truly is anyway) I just thought of while writing the previous sentence, Hell-like workplaces create hell-like employees.
I dedicate this article to all employees out there. May you have the strength to continue doing what you do best, in the way that you are content and happy about it. May you receive better and more genuine support, especially from your bosses and colleagues. May you have the courage to seek help, and encourage your colleagues to do the same. You matter. You are worthy. You are important.
Do you have a question about mental health or psychology? Email northluzonmonitor@gmail.com and your question might be discussed in the next article.