Mania, a condition often associated with bipolar disorder, can significantly impact an employee's performance, behavior, and interactions in the workplace. Understanding the symptoms and learning how to manage and support employees with mania is crucial for creating a healthy work environment. This blog will provide insights into how mania affects employees at work and offer practical advice for HR professionals and managers to effectively support them.
What is Mania?
Mania is a state of elevated or irritable mood, energy, and activity levels that can disrupt daily functioning. It is often a symptom of bipolar disorder, but it can also occur in other mental health conditions like seasonal affective disorder, postpartum psychosis, and schizoaffective disorder.
Mania is characterized by:
- An unusually high level of energy
- A decreased need for sleep
- Impulsive behavior
- And sometimes irrational decision-making
People experiencing mania at work may also have racing thoughts and speak rapidly, making it difficult for others to follow their conversation.
Understanding mania in the workplace is crucial because this condition can affect how an employee performs tasks, interacts with others, and manages stress. When unaddressed, mania can also result in poor decision-making, strained relationships with colleagues, and an overall decline in work performance.
Moreover, according to the National Institute of Mental Health (NIMH), bipolar disorder, which includes manic episodes, affects about 2.8% of the U.S. adult population. You can discover more important statistics regarding mental health at work in our specialized blog.
The Impact of Mania at Work
An employee with mania can have increased energy and hyperactivity, sometimes making it challenging to maintain focus. In some cases, this may lead to impulsive decision-making, which can affect workplace dynamics if not properly supported.
- According to research, people with bipolar disorder (which includes manic episodes) are at risk of impaired work performance due to cognitive disruptions like difficulty concentrating, racing thoughts, and impulsivity.
- Studies also show that mania can impair attention, working memory, and decision-making abilities. This can lead to mistakes, poor judgment, and a reduced ability to meet deadlines.
- A person experiencing mania may often start multiple tasks or projects but struggle to follow through or complete them due to fluctuating focus and mood changes. This is common in bipolar disorder and can cause disruptions in workflow, but it is also a characteristic of ADHD.
- According to another study by the National Institutes of Health, employees with bipolar disorder report significantly lower productivity over time compared to the general population, especially during manic episodes when their focus is divided and their impulsivity leads to mistakes.
- The impulsivity and rapid thought patterns during a manic episode may cause employees to overlook critical details or fail to follow standard procedures, leading to errors.
- Employees with mania may speak quickly, interrupt others, or switch topics mid-conversation, making it difficult for colleagues or managers to follow what they’re saying. This can result in communication breakdowns and confusion in team meetings.
The stress of navigating manic episodes, combined with the constant energy fluctuations, can lead to emotional exhaustion, making it difficult for employees to stay engaged with work. This is why it is so important to understand how to accommodate an employee with mania and train managers and leaders to recognize the signs of struggle.
How Can Employers Spot Mania at Work?
It can be challenging for employers to recognize when an employee is experiencing mania. However, certain signs and symptoms can help identify the condition. These may include:
- Increased energy and restlessness: An employee may seem unusually energetic, unable to sit still, or work without breaks.
- Decreased need for sleep: Employees with mania may report getting little to no sleep but still appear hyper-alert.
- Impulsive or reckless behavior: Employees may take on excessive risks, make poor decisions, or act without considering the consequences.
- Irritability or agitation: A once calm and composed employee may become more easily frustrated or angry.
- Racing thoughts or speech: Employees may speak rapidly, jumping from one topic to the next, making it hard to follow their conversation.
If you notice any of these signs in an employee, it’s important to approach them with understanding and care.
Please, consider that to effectively start managing mania in the workplace, you should not take the role of a mental health professional, nor should you diagnose employees alone. To learn more about the role of HR regarding employee mental health, check out our blog on the matter.
How to Approach Employees Showing Signs of Mania?
When managing employees showing signs of mania, it’s important to remember that this is a mental health condition, and the employee’s behavior is not intentional or within their full control.
Approaching an employee in a way that is both compassionate and professional can help foster trust, reduce the risk of escalating the situation, and demonstrate that the organization is supportive of their mental health. Here are some expert steps to take:
1. Create a Safe and Private Environment
Employees experiencing mania may feel embarrassed or defensive if approached in front of others. A private setting ensures confidentiality and makes it easier for them to open up.
Schedule a private meeting in a neutral space like an office or meeting room, where the employee can feel more at ease. Approach the conversation as a chance for dialogue, not an interrogation or confrontation.
It's crucial that the employee doesn’t feel judged, so creating a comfortable space is essential.
2. Be Calm, Non-confrontational, and Empathetic
Employees with mania may feel heightened anxiety or irritability. Any sense of confrontation can escalate the situation, making it harder for the employee to manage their symptoms.
Approach them in a calm, composed manner. Focus on listening more than talking. Acknowledge their feelings without judgment, and offer understanding. For example, saying something like, “I’ve noticed you’ve seemed more energetic lately, and I want to make sure you’re feeling okay. How can I support you right now?” helps to create a space where they feel heard.
3. Avoid Trying to Fix the Problem Immediately
While it’s important to address signs of mania, it’s crucial not to rush into problem-solving. The employee may not be in the right frame of mind to engage in detailed solutions.
Rather than focusing on immediate solutions, approach the conversation from a place of support. Ask open-ended questions, such as “How are you managing with your workload right now?” or “Is there anything I can do to help you feel more comfortable today?”
In the case of crisis management, it is advisable to count on the expertise and support of an EAP with 24/7 mobile crisis support like Meditopia.
4. Encourage Professional Help and Offer Resources
Mania is best managed with professional care. Encouraging the employee to speak with a mental health professional shows that the organization is supportive and committed to their wellbeing.
Without pushing too hard, gently suggest that seeking professional help can be beneficial. For instance, “I understand that things can feel overwhelming right now. Would you like assistance in connecting with a mental health professional or our Employee Assistance Program? I think it could really help you feel supported.”
5. Ensure Confidentiality
Confidentiality is a cornerstone of trust in any professional setting, and it becomes even more critical when dealing with employees experiencing mania or any other mental health condition. The disclosure of a mental health condition, including mania, is a deeply personal matter for the employee, and how an employer handles this information will significantly impact the employee’s sense of safety and trust.
A breach of confidentiality can lead to stigma, and feelings of alienation, and further exacerbate the employee’s condition.
How Can Employers Support Employees With Mania in the Workplace?
Support from employers is essential in enabling employees with mania to feel included, supported, and able to perform to their potential. There are several ways employers can make adjustments or offer resources to ensure that these employees can work effectively while also addressing their mental health needs.
1. Offer Flexible Work Hours to Accommodate Energy Fluctuations
Employees experiencing manic episodes often report reduced need for sleep, which may result in feelings of exhaustion or burnout after the episode subsides. Additionally, heightened energy levels during manic phases can cause focus issues or fatigue during the workday. By offering flexible work hours, you give employees the autonomy to work at times that align with their energy levels, improving both productivity and mental health.
How to do it:
- Allow employees to adjust their start and end times or work from home if they need to recover from sleepless nights.
- Offer flexible deadlines where possible, recognizing that certain tasks may be better completed when the employee is feeling more focused and calm.
2. Implement Task Structuring and Provide Clear Expectations
During manic episodes, employees with mania may struggle with attention, focus, and impulsivity. Therefore, clear, structured tasks can help prevent disorganization and reduce the overwhelming sensation of having too many things to juggle at once.
How to do it:
- Break down larger projects into smaller, more manageable tasks.
- Set realistic, short-term goals and provide regular check-ins.
- Use project management tools like Trello, Asana, or Monday.com to help employees stay organized and focused.
This structure helps employees manage their work while minimizing distractions and reducing the risk of overwhelming them with too many tasks.
3. Encourage Regular Mental Health Check-Ins
Regular check-ins with employees showing signs of mania not only help monitor their well-being but also demonstrate a proactive approach to mental health. Having a supportive and understanding point of contact can help employees feel secure in discussing any challenges they face.
How to do it:
- Schedule weekly or bi-weekly one-on-one meetings with employees to discuss how they’re managing their workload, their energy levels, and any additional support they might need.
- Use these check-ins to provide consistent, non-judgmental feedback and offer resources like Employee Assistance Programs (EAPs) or access to therapy.
- Discuss whether the employee needs any adjustments to their current workload or schedule.
4. Offer Workspace Modifications for Focus and Organization
Mania can often lead to disorganization, impulsivity, and difficulty focusing on tasks. The environment plays a significant role in mitigating these challenges. So a workspace that promotes organization and reduces distractions can help employees maintain focus, even during a manic episode.
How to do it:
- If possible, provide noise-canceling headphones or create quiet spaces in the office where employees can retreat when they feel overstimulated. This is also advisable when managing PTSD or trauma in the workplace.
- Offer task management tools, such as apps that track progress or prioritize daily objectives.
- Encourage a clutter-free workspace to avoid overwhelming employees with too many items, papers, or distractions.
5. Foster a Culture of Mental Health Awareness and Inclusion
Stigma and unconscious bias around mental health, especially conditions like mania or bipolar disorder, can create barriers for employees seeking help. Employers can eliminate stigma by fostering an environment that actively promotes mental health awareness and supports open conversations around mental health.
How to do it:
- Incorporate mental health training into your diversity and inclusion initiatives, helping managers and employees understand how to work effectively with individuals experiencing mania or other mental health conditions.
- Create mental health-friendly policies that ensure employees with mania feel safe in disclosing their condition.
- Encourage team discussions on mental health to normalize the topic, and consider implementing mental health days at work.
This proactive approach to mental health in the workplace will increase employee engagement, improve retention, and foster a more empathetic, understanding environment.
6. Provide Access to Mental Health Resources and Professional Support
Employees with mania often benefit from professional treatment, such as therapy, medication, or a tailored mental health plan. Having access to these resources can empower employees to manage their symptoms more effectively, which in turn helps them maintain their performance at work.
How to do it:
- Provide employees with access to Employee Assistance Programs like Meditopia, which offer confidential counseling and referrals to mental health professionals.
- Ensure that employees are aware of available mental health resources both inside and outside the workplace.
- If possible, offer paid time off to ensure employees have the time they need to seek help without the added stress of work obligations.
7. Monitor and Adjust Workload During Manic Episodes
During manic episodes, employees may exhibit heightened impulsivity, making them more likely to take on too much work, rush decisions, or experience burnout. Adjusting their workload during these periods helps employees manage their responsibilities without the added stress of overwork.
How to do it:
- Regularly evaluate workload and provide temporary reductions in responsibilities if necessary.
- Consider redistributing tasks among the team.
- Encourage breaks and time for rest, not just to manage manic episodes but also to prevent them within the possibilities.
Are There Specific Tools or Technologies That Can Assist Employees with Mania?
Several tools and technologies can be beneficial for employees with mania, especially in managing their symptoms and improving their work performance:
- Time-management apps like Todoist or Trello can help employees with mania stay organized and focused.
- Sleep trackers like Sleep Cycle can assist in monitoring sleep patterns and improving sleep hygiene.
- Mindfulness apps such as Meditopia can help reduce stress and improve emotional regulation.
Please, talk to the employee with signs of mania about these tools and discuss if they are suited for the current state of their situation.
How Can EAPs Support Employees With Mania?
Mania is a manageable condition, and with the right support, individuals can navigate their challenges effectively in both their personal and professional lives. Here’s why an EAP can support your organization when dealing with mania in the workplace:
- Providing resources and training material to educate the workforce about managing Mania in the workplace.
- Offering mental health therapies and personalized sessions to cater to one’s individual needs to combat mania in the workplace.
- Connecting the employees with workplace mania with the mental health experts and therapists to provide them with holistic care.
- Enhancing self-confidence by mindful exercises and meditation.
- EAPs provide confidential counseling for emotional regulation and impulse control during manic episodes.
- They also introduce the employees to stress management tools like mindfulness sessions or guided meditations to stabilize mood fluctuations.
- EAPs also offer wellness programs promoting sleep hygiene and routines to mitigate manic triggers.
What Types of Jobs Suit People With Mania?
While mania can be challenging, certain roles may be better suited for individuals experiencing this condition. Jobs that require high energy, creativity, and independent work may be ideal for employees with mania. These roles may include:
- Sales positions that involve dynamic, fast-paced work environments.
- Creative roles, such as writers, designers, or artists, that allow employees to express their ideas without rigid constraints.
- Entrepreneurial roles where employees can work independently and make quick decisions.
