There are more (SAD) people in the workplace than you think…
The next time you suspect that your co-worker may be in a despondent mood, instead of rolling your eyes and discussing them at the fifteen minutes water-cooler conference, you may want to send them over a soothing cup of tea instead.
Seasonal affective disorder (SAD) is more prominent than you think and although this affects a large cross section of people, it tends to hit the busy single professionals among us the hardest. Most symptoms of SAD often start in the late fall or early winter and improve during the spring and summer. However, some individuals may experience a less common form of SAD, known as summer-onset SAD, with symptoms occurring in late spring or early summer and improving during the fall.
The fall and winter variant of SAD although very prevalent, sadly, isn’t widely-documented among the professional community. The reduced exposure to natural sunlight experienced among many persons who work in an enclosed environment during these seasons, is believed to be a significant factor contributing to the development of SAD. The shorter daylight hours and changes in sunlight patterns can disrupt circadian rhythms and affect the production of melatonin and serotonin, neurotransmitters that play a role in mood regulation.
Seasonal affective disorder (SAD) can cast a significant shadow over the life of a busy professional entrenched in a high-demand job. The confluence of relentless work pressure and the characteristic symptoms of SAD creates a challenging scenario. Reduced energy levels, a hallmark of seasonal depression, can leave professionals grappling with fatigue, impeding their ability to navigate the rigorous demands of a high-paced job. Concentration, a precious commodity in such environments, takes a hit as individuals with SAD struggle to make decisions and focus on intricate tasks.
The pervasive lack of motivation that often accompanies seasonal depression adds a layer of complexity, making it difficult for professionals to muster enthusiasm for their work. Elevated stress levels, inherent in high-demand jobs, can reach a tipping point when compounded by the emotional strain of SAD, leading to burnout. The impaired social functioning associated with SAD may affect teamwork and interpersonal dynamics, hindering the collaborative spirit vital in demanding professional settings. Ultimately, the intricate dance between seasonal depression and the demands of a high-pressure job underscores the need for comprehensive strategies to manage mental health, maintain productivity, and foster a supportive work environment.
Single professionals spending the holidays alone can implement various coping strategies to navigate the symptoms of Seasonal Affective Disorder (SAD). First and foremost, prioritizing self-care is crucial. Creating a routine that includes exposure to natural light, regular exercise, and a balanced diet can positively impact mood and energy levels. Engaging in activities that bring joy, such as pursuing hobbies, exploring new interests, or volunteering, can provide a sense of purpose and connection. Building a support network by connecting with friends, joining social groups, or participating in virtual gatherings can combat feelings of isolation. Planning solo celebrations or treating oneself to special activities can help redefine the holiday season in a positive light. Additionally, acknowledging and validating one’s feelings, practicing mindfulness, and seeking professional support through therapy or counseling are important steps in managing SAD symptoms during the holidays. By proactively addressing mental health needs and embracing the spirit of self-compassion, single professionals can navigate the holiday season with resilience and focus on their overall well-being. This will ultimately equate to a more harmonious and collaborative work environment.
So how can employers manage SAD in the workplace?
Managing the effects of Seasonal Affective Disorder (SAD) in the workplace requires a thoughtful and supportive approach. Here are some strategies that can help individuals and organizations address the impact of SAD on professional life:
(Although the following is largely geared towards employer choices, employees can use the strategies to ask for what may be best for them if they are experiencing SAD.)
Flexible Work Arrangements:
For Employers: Consider flexible work schedules or remote work options to accommodate individuals who may benefit from adjusting their work hours based on their circadian rhythms or who find it challenging to commute during darker hours.
For Employees: Consider asking for some flexibility when you feel most affected if you are experiencing symptoms of SAD.
Access to Natural Light:
Maximize exposure to natural light in the workplace. Arrange workstations near windows, encourage breaks outdoors, and ensure that communal areas are well-lit. Natural light is known to have positive effects on mood and can help regulate circadian rhythms.
Employees: Ask to move your desk or take breaks to walk outside.
Light Therapy:
For individuals with SAD, consider allowing the use of light therapy lamps at their desks. Light therapy, or phototherapy, involves exposure to a bright light that mimics natural sunlight and has been shown to be effective in treating SAD.
Encourage Breaks:
Promote regular breaks during the workday. Encourage employees to take short walks outside or spend time in well-lit break areas to boost their mood and energy levels.
Promote a Positive Workplace Culture:
Foster a workplace culture that values mental health and encourages open communication. Create a supportive environment where employees feel comfortable discussing their challenges and seeking assistance if needed.
Employees: Consider asking for a Mental Health Day when you think its needed.
Employee Assistance Programs (EAPs):
Provide information about Employee Assistance Programs that offer mental health support and counseling services. EAPs can be valuable resources for employees dealing with SAD or other mental health concerns.
Training for Managers:
Train managers to recognize signs of SAD and respond with empathy and flexibility. Encourage open conversations about mental health and ensure that managers are aware of available resources.
Wellness Programs:
Implement workplace wellness programs that address mental health. This could include mindfulness sessions, stress reduction workshops, or wellness challenges that promote a holistic approach to well-being.
Promote Work-Life Balance:
Emphasize the importance of work-life balance. Encourage employees to take time off when needed, and discourage a culture of overworking, which can exacerbate stress and mental health issues.
Provide Resources and Information:
Share information about SAD, its symptoms, and available resources. This can help increase awareness and reduce stigma surrounding mental health issues in the workplace.
Employee Education:
Offer educational sessions or workshops to help employees understand SAD and learn coping strategies. This can contribute to a more informed and empathetic work environment.
Feature by Heather Elliott-Whitehead
