Hysteria in the Workplace: Support Employees with Hysteria
Picture this: it’s Monday morning, and your team is working diligently to meet an important deadline. Emails are flowing, discussions are lively, and energy is high. In moments of pressure, reactions may vary—some express frustration over a challenge, while others take a step back to refocus.
In this blog, let’s learn about hysteria in the workplace and how it can impact your work dynamics. Also, you’ll get to learn how to help an employee with hysteria using practical strategies. So let’s get started!
What is Hysteria?
Hysteria, now more accurately known as conversion disorder or functional neurological symptom disorder in medical circles, involves the manifestation of physical symptoms without an identifiable medical cause.
These symptoms can range from:
- Paralysis and emotional outburst
- Amnesia and insomnia
- Anxiety
- Hallucination
- Pain and seizures
- Fatigue
- Histrionic (aka dramatic) behavior
- Loss of sensation
These reactions are typically triggered by psychological stress, anxiety, or emotional trauma.
A conversion disorder is part of a spectrum of psychological disorders that involve the conversion of emotional distress into physical symptoms. According to the American Psychological Association (APA), this disorder can have profound effects on the mental and physical health of affected individuals, disrupting their daily life, including their work.
Importantly, research shows that these symptoms are not intentionally produced, but rather are unconscious reactions to stress. This is critical for employers to understand when considering how to accommodate employees with hysteria.
And before moving on with more information about employees with hysteria, it is important to mention that the word “hysteria” derives from the Greek word “hystera,” which means “uterus.” It was long believed that this condition, therefore, only affected women. Nowadays research unveils this myth, and specifies that men can also develop hysteria.
The Impact of Hysteria at Work
Hysteria in the workplace can spread fast, turning small concerns into full-blown chaos. Whether it’s panic over deadlines or fear fueled by rumors, it disrupts focus, strains relationships, and lowers morale. Let’s have a look at how workplace hysteria impacts the work environment.
- Job Performance: Employees with hysteria often face difficulty concentrating, decision-making, or even executing basic job functions. As physical symptoms manifest (such as tremors or fainting), employees might be distracted or overwhelmed, making it hard to stay focused.
- Productivity: An employee struggling with hysteria may experience frequent absences due to medical visits, recovery from symptoms, or taking time to manage stress. Even if they are at work, their productivity can be significantly reduced.
- Day-to-Day Work Activities: The unpredictability of the disorder means employees might have periods where they cannot work effectively. For instance, an employee with sudden tremors or temporary paralysis may not be able to perform tasks that require manual dexterity or physical mobility.
- Interactions with Colleagues, Management, and Clients: Employees with hysteria may withdraw from social interactions due to the stigma or embarrassment of their symptoms. Their interactions with others may become strained, potentially leading to isolation or misunderstandings in the workplace.
Essentially, employees with hysteria in the workplace may struggle to feel accepted, particularly if they feel their condition is not understood or taken seriously.
In fact, according to research from Harvard Business Review, employees with mental health challenges are at a higher risk of being excluded or stigmatized in the workplace. This lack of support can affect the entire team's morale and cohesion.
How Can Employers Spot Hysteria at Work?
People with Hysteria can exhibit a number of symptoms ranging from emotional to physical. Understanding these symptoms helps with early diagnosis and prevention of damage. Let’s look at the most common symptoms of hysteria.
- Physical Symptoms: Employees might exhibit sudden and unexplained physical symptoms such as tremors, paralysis, or even temporary blindness.
- Frequent Absences: Employees may take sudden leaves of absence or miss work regularly to manage their symptoms.
- Excessive Anxiety or Stress: The employee may show signs of excessive stress or anxiety, often in response to certain work pressures or challenges.
- Social Withdrawal: An employee with hysteria might begin to isolate themselves from colleagues or avoid social interactions, perhaps due to fear of being misunderstood or judged.
- Inconsistent Work Performance: Their performance may fluctuate significantly, with certain days being particularly challenging due to their symptoms, affecting their ability to contribute consistently.
Please, do not consider these signs as an official diagnosis. Hysteria is a mental health condition that must be diagnosed by mental health professionals only.
How to Approach Employees Showing the Signs of Hysteria?
Does an employee need help with hysteria? They do, but before deciding what to do, you need to have a first approach to the issue. Personal breakdowns occur at the individual level, and the triggers for this situation vary greatly depending on personal circumstances.
Prolonged stress, personal struggles, and traumatic experiences can be a cause behind individual breakdowns. Here’s some advice on how to approach to an employee with hysteria at work.
1. Create a Safe, Private Space for Discussion
Publicly discussing such a sensitive issue can exacerbate the employee’s distress or sense of humiliation. A private environment will encourage the employees to speak openly, knowing they won’t be judged or exposed to unnecessary attention from colleagues. Be respectful and ensure confidentiality during the discussion.
Why it matters: Employees suffering from hysteria or other mental health conditions, often feel vulnerable or embarrassed about their symptoms. Providing a safe space shows empathy and reduces the fear of negative judgment, which can make them feel more comfortable in seeking support or explaining their condition.
2. Approach with Empathy and Calmness
When engaging with an employee showing signs of hysteria, maintain a calm and reassuring tone. Employees who experience sudden physical symptoms, such as trembling or fainting, are often under immense psychological stress, and your response should reflect understanding, not panic.
Express concern for their well-being, and avoid reacting with frustration or confusion, as this could add to their anxiety.
Why it matters: The physical symptoms of hysteria are real, even if they appear medically unexplained. When employees feel their experiences are acknowledged and respected, they are more likely to trust you and feel supported.
3. Acknowledge Their Experience Without Dismissing Their Symptoms
It’s crucial not to minimize or dismiss the symptoms an employee is experiencing. Comments like "It's all in your head" or "You're just overreacting" are dismissive and harmful. Instead, affirm that what they’re going through is significant, even if it may be difficult to understand. Acknowledge that you recognize their distress and are there to help.
Why it matters: Dismissing symptoms can make the employee feel invalidated and reluctant to seek further help. Recognizing the severity of their condition encourages them to open up and engage in solutions.
4. Be Patient and Allow Space for the Employees to Express Themselves
Employees dealing with hysteria in the workplace may need time to explain what they’re experiencing. Do not rush them through the conversation. Allow them the time to speak without interruption.
Be mindful that their explanation may be disjointed or difficult to follow due to the emotional distress they are under. Giving them the space to express themselves will help build trust and demonstrate that you are not pressuring them.
Why it matters: Employees who feel rushed or misunderstood may shut down and avoid further conversations about their condition. A patient and open-ended conversation fosters an environment of trust, allowing them to feel heard and validated.
5. Avoid Offering Immediate Solutions
While it might be tempting to immediately offer solutions or quick fixes, the first step should be to offer emotional support rather than practical advice. Suggest that the employee seek medical or professional help if necessary, but avoid assuming that you know exactly what they need.
Why it matters: Rushing to provide solutions without fully understanding the employee’s needs can make them feel pressured or that their experience is being trivialized. Let them take the lead in deciding what actions to take, while assuring them you are there to support them.
How Can Employers Support Employees with Hysteria in The Workplace?
So, now that you understand how to approach this situation, you are ready to discover how to help an employee with hysteria.
Employees who experience conversion disorder may feel isolated or misunderstood, and without the right support, their productivity and well-being can be significantly impacted. Below are key ways in which employers can offer support:
1. Foster an Open, Empathetic Environment
Creating a workplace culture where employees feel safe discussing mental health issues is essential. Employees with hysteria often feel vulnerable or misunderstood, so it’s crucial to foster an environment of empathy and support. Encourage open conversations about mental health and ensure employees know they can approach HR or their managers without fear of judgment.
- Tip: Regularly communicate with all employees about the company’s commitment to mental health and well-being. Consider incorporating mental health awareness into your workplace culture through training, workshops, and resources.
2. Employee and Leadership Training
It’s vital to have a clear understanding of what hysteria is and how it manifests. Employees with hysteria may exhibit physical symptoms, such as tremors, paralysis, or difficulty speaking, which don’t have an obvious medical cause.
These symptoms can be triggered by stress or emotional factors. HR and managers should be prepared to recognize these signs and differentiate them from other health issues.
- Mental Health Awareness Programs: By educating employees about the symptoms of conversion disorder, how to support a colleague who may be experiencing it, and how to maintain a positive, empathetic attitude, employers can ensure a more inclusive and compassionate workplace.
- Manager Training: Specifically, managers should be trained on how to identify early signs of hysteria, how to approach employees who may be struggling, and how to make the necessary accommodations. This ensures that employees in distress receive the right level of support and care from those in leadership positions.
- Crisis Management Skills: Managers should also be equipped with the skills to respond in case an employee experiences a severe episode related to hysteria. These skills include de-escalation techniques, communication strategies, and knowing when to refer an employee to a professional for additional support.
Meditopia for Work offers personalized trainings on this and many other topics regarding mental health at work. Send us a message to discuss your organization’s unique needs.
3. Make Resources Accessible
These resources can help employees manage their symptoms and receive the support they need to thrive. Employers should ensure that employees are aware of the resources available to them and encourage them to take full advantage of these services.
- Employee Assistance Programs (EAPs): EAPs are a valuable resource for employees dealing with hysteria and other conditions. They typically offer confidential counseling, mental health support, and practical guidance on managing stress. EAPs also provide referrals to therapists and mental health specialists who can offer additional help.
- On-Site or Virtual Counseling: Some companies offer on-site counseling or virtual therapy services to employees. Providing access to therapy can be particularly helpful for employees with hysteria in the workplace, as it allows them to manage their mental health without needing to leave the workplace.
- Mental Health Workshops: Offering workshops on topics such as stress management, coping strategies, and emotional well-being can empower employees with practical tools for managing their symptoms. These workshops can also normalize mental health discussions and reduce stigma within the organization.
To master your employee benefits communication plan, please check our specialized blog.
4. Offer Flexible Working Arrangements
Employees dealing with hysteria may benefit from accommodations such as flexible working hours or remote work options. Allowing employees to manage their condition without the added pressure of rigid schedules can help reduce stress, increases employee empowerment, and improve their overall well-being.
- Tip: Consider offering options such as adjusting deadlines, reducing workload temporarily, or offering part-time hours if the employee feels overwhelmed by their duties.
5. Encourage Time for Recovery
Employees with hysteria may need time off to recover or attend therapy sessions. Encourage employees to take the necessary time for their mental and physical health without the fear of repercussions.
- Tip: Let the employee know that taking time off for mental health is just as important as taking time off for physical health. Normalize mental health days and avoid making employees feel guilty about needing time to recover.
6. Respect Privacy and Maintain Confidentiality
Mental health issues, including hysteria, are private matters. It's essential to respect the employee’s privacy and confidentiality. Information about their condition should only be shared with relevant parties (such as HR or immediate supervisors) on a need-to-know basis.
- Tip: Keep conversations about the employee's condition confidential. Ensure that any necessary accommodations or adjustments are communicated discreetly and respectfully.
Please, remember that confidentiality regarding mental health conditions at work may be a legal requirement in your country.
7. Encourage Professional Help
While HR and managers can provide support in the workplace, it’s essential that employees with hysteria receive professional treatment to address the psychological aspects of their condition. Encourage employees to seek therapy, counseling, or other mental health interventions that can help manage their symptoms.
- Tip: Offer to assist with finding appropriate treatment or counseling services. Let the employee know that seeking professional help is a positive step and that the company will support them in this process.
Are There Specific Tools or Technologies That Can Assist Employees with Hysteria?
Several tools and technologies can support employees in managing hysteria in the workplace effectively. Here are some useful options:
- Stress Management Apps: They offer guided meditation and relaxation techniques that can help employees manage stress and reduce anxiety.
- Virtual Therapy Platforms: They provide remote counseling, enabling employees to access therapy at their convenience and comfort.
- Wearable Stress Trackers: Devices such as Fitbit or Apple Watch can monitor physical symptoms like heart rate, allowing employees to identify when they may be feeling overwhelmed.
- AI-Powered Mental Health Assistants: SOUL, Wysa, and Woebot provide 24/7 emotional support, coping strategies, and stress-relief exercises through text-based conversations.
Please, consider asking the employee with alleged hysteria if any of these tools would suit them.
How Can EAPs Support Employees with Hysteria?
Professional help can provide objective insights and strategies for handling hysteria in individuals. Employee Assistance Programs (EAPs) provide valuable resources, including stress management workshops, counseling sessions, and mental health support for employees dealing with workplace stress.
- EAPs offer Workshops on stress management and counseling sessions for your team to educate them about how to support an employee with Hysteria.
- These provide training and advice on how to accommodate an employee with hysteria how to deal with difficult emotions and develop coping resources.
- EAPs like Meditopia for Work connect you with psychologists who can evaluate the mental health of employees and determine the factors that contribute to their stress.
- EAPs provide ongoing resources for mental health, such as on-site therapists or employee assistance programs, as an important step toward managing workplace hysteria.
What Types of Jobs Suit People with Hysteria?
For individuals who experience high levels of stress in fast-paced environments, roles with structured routines, clear expectations, and a balanced workload may be more suitable.
If you are trying to relocate an employee, the ideal work environment should provide stability, clear expectations, and mechanisms to manage stress effectively. Here are some personalized job suggestions for employees with Hysteria:
- Libraries and archives are quiet, orderly spaces where tasks are predictable, reducing the risk of emotional overwhelm.
- Data entry roles involve minimal high-stakes decision-making, allowing individuals to focus without the pressure of rapid problem-solving.
- Writing and editing involve clear, step-by-step processes with ample time for revision. The ability to work independently and at a steady pace helps avoid unpredictability.
- Lab technicians follow methodical processes, reducing the likelihood of emotionally overwhelming situations.
- The repetitive and systematic nature of quality control minimizes workplace unpredictability, making it a suitable choice.
- Research analysts work with data and structured reports, which allows them to manage their workflow in a controlled setting.
- Virtual assistants often handle repetitive administrative tasks such as scheduling, email management, and bookkeeping. The ability to work remotely in a structured role minimizes exposure to overwhelming situations.
