How do you manage an employee who you believe has a mental health issue - but they don't believe they do?
475533
That is a bad situation. If you really think they have this issue then you have to be careful.  Enlist the help of your HR department with documented instances of why you think that they have a 'reality issue'. If you think they may turn violent then you need to be very upfront about his. Do not confront the employee without consulting HR and without proper backup.\nAs bad as all that sounds don't forget that if this person has a mental health issue that they cannot help it - and they cannot discern the difference between reality and what YOU are seeing and hearing. They will filter it according to what is in their personal reality at the moment - not yours. So guard yourself, but engage their family if you can to get them help.
237160
Please read the following by clicking on the link below....\nhttp://www.mental-health-matters.com/articles/article.php?artID=288
710621
1. Talk to the person about the problem. Do they see what they area doing? Do they understand the consequences to others of their behavior?\n2. What is their response to this discussion? Do they acknowledge the problem and want to help solve it? OR is it a 'too bad, that's the way it is' answer? \n3. If they want to try and solve it, then you will need to come to a compromise about time, labor, money etc. \nIf they have a too bad so sad attitude, then the way to deal with it is to leave.
370770
Try keeping a journal of his behavior and taking it to his manager with the promise that you will also give this to your manager and request that it be discussed at the next managers meeting. Also imply the cost effectiveness (or lack thereof) due to decreased productivity. This can also go to someone higher up in the company. If you prove that his behavior will effect the bottom line you should get the response you need.
625987
Look them directly in the eye the first time they do it and ask them if they're feeling ok.  Then tell them your expectation is that they will treat you with respect.  If they continue, document every incident so that you have specifics to present to your supervisor.  Many managers would like to also deal with the issue but it is difficult when employees only approach them with generalities like "Susy Q. is rude to me."  Managers need specifics to be able to address the issue with the employee.  They need to know exactly what was said by both of you, the date and time, and if there were any witnesses.  If you provide this, you will find get better responses.  Also, ask yourself why you have had this issue on every job.  Perhaps you could take a conflict resolution course as well.  Also, most often the guilty party is a completely different person in front of the manager so it sometimes takes awhile for the manager to ferret out the real situation.
553127
If you do care for her feelings, but want to put the job behind you, you need to tell her honestly and bluntly, that because you are not working there, your time and resources need to be devoted to other things, such as getting a new job, (if you need one and haven't been hired by someone else already,) however, you might want to suggest she seek the aid of the IT people you mentioned. The way you handle this varies on your friendship with her. It will not be easy, particularly if you covered for her in the past. But in any case, you need to tell her she needs to handle these problems within the resources of the workplace, not through outside sources (you). If she is unable to fulfill those tasks, then she shouldn't be at that workplace, and should seek other employment.
75651
Alot of people discriminate against those suffering from mental illnesses of all kinds ,not just bosses.\n You may just be seeing that they navigate towards more open "normal" people because you don't feel open yourself... I know that no one wants to be around someone who is depressed, it affects many people in many different ways. It's unfortunate, but a fact of life. I myself have suffered depression, and been labeled a "b i t c h " or other unkind things just because I could not paint a smile on 24/7\n What can you do to impress them. Well stop trying to impress them and impress yourself. Make yourself feel, and it is not always easy, and it will show. Don't keep kicking yourself that is not going to work, go get some counseling, get some medication if that is warranted, get the help you need and want and live a full and HAPPY life. It is possible, maybe not every minute but it can happen, but it will take a lot of hard work. I am wishing you the very best.... take care, smile, think good thoughts about yourself and things will fall into place
757275
Gone unchallenged, this problem will not fix itself.\nIf your friends are content with this...do nothing, but if it unacceptable behaviour by someone at work, then talking to your boss without being confrontational is absolutely appropriate. Sometimes a boss is unaware of all that goes on so give them the opportunity to hear your concerns. \nAlways document incidents/dates/times/who is involved just in case you require future reference though.
787724
If it's work, then keep it professional. It's not personal, it's work. Deal with that person as politely as you can when you have to, but stay away from them the remainder of the time. If it's causing trouble with your work or that person is not meeting deadlines, then you might have to escalate the problem to management or HR.\n\nDon't spread the word that you don't like this person either. It's most likely nothing to do with you and all about the person who's doing the ignoring. I bet they'll come around.
319368
My advice is for you all to get together with your co-worker and hash this problem out. Ask your boss if you can take time off from work to have a meeting about this or sacrifice your lunch hour for it.\n\nIn my opinion, there is more going on here than you are aware of. This behaviour is typical of people who are using mephetamines, for example. Her boyfriend is either not taking his prescribed medications, or is using other types of drugs. You are very right to be concerned and my first thoughts here are three things: a. Get her out of your office (is there any stress leave available?) or b. Get him out of her life (and yours), or c. Get her out of his life. Set her up with a transistion house that helps women who are victims of spousal violence. Many of them offer help up to and including getting the woman out of state to protect her from a violent partner.\n\nOther possibilities include her talking to his parents or other family members to find out if he has a history of this sort of behaviour? Perhaps they could help her get him into a treatment program of some kind. Drug rehabilitation programs spring to mind here.\n\nYou can also contact your local police office and explain the problem. They can find out for you whether he has a history of prior convictions for violent acts. If he does and you inform your co-worker, it may be an eye-opener for her. If she decides to leave him, you could all kick in some money to help her get away. She won't be able to continue at the office because he can always find her there no matter where she lives. The police may also be able to offer more advice as to what all of you can do about this situation.\n\nIf you can't do any of this things, set up a safety drill for yourselves. Make sure you all know what to do if he turns up at your workplace in order to get out of there safely and contact help. Be on the alert for him at all times. You must take this very seriously. People who get in the way can wind up dead when someone like this goes on a rampage. He might very well decide to take a few people with him before he commits suicide.
1175181
Just go right over the top of her. Have a group meeting with the owner and voice your concerns. Ask the owner if they will talk to the manager directly, or if you think that would run downhill to everyone else, see if the owner will 'stop in' once in a while or possibly pick up a short shift. Doing that would keep the manager in line a little better or maybe the owner would catch them in the act of whatever and you could notify the owner of repeat offenses. Also putting a customer feedback box or something would inform the owner of bad 'tude from your manager.
934590
Yes.  We have one guy that wouldn't know the truth from a lie if it bit him in his butt.  Got several people who don't pull their weight, so the rest of us have to cover for them.  We have a salaried manager who gets friendly with hourlies, only these hourlies are the ones who don't work, like to play and talk rather than work, and those that think the system owes them.
467244
Talk to her...tell her how much you value her as a worker, and all the reasons why you do; but explain that it would be helpful if she adopted a little bit more of a professional behavior on the emotional part. Ask her to practice at expressing her problems in a reasoned, unemotional way; and to consider that there are other people working with her who can not keep trying to adjust to her varying needs. \nGood luck.
925597
If you have an HR person or company make sure you notify them of the issue right away - then they will have it in writing and dated (and also note what your boss said).  Technically being bipolar qualifies as a disability, so if she's public about it then your employer is required to give her some flexibility in order to deal with it.\n\nI think it would make a bigger statement to your boss and company to talk about it calmly and rationally, and tell them you are committed to the company and want to continue (if you'd like to stay).  If she's crying or making a scene yelling every time there's a problem that has to wear on people after a while.
603017
It is best to leave family and personal stuff out of the work environment. People at work will use that against you when you least expect it and they will use it when you are least expecting them to.\n\nWomen tend to go through up's and down every month. Give them space, it is natural. Be respectful and kind and let them know that no matter what, your here for them. \n\nWhatever they are going through will soon end and then they will think about you and what you said, and respond. Then you can open up and ask what was wrong. They will usually explain or tell all then.
590686
Oh BS.. you need to know that others work with like people.. and that you re NOT alone... although the people I work with have improve immensely over a short amount of time.. their true colors DO shine through of not really caring about the positions they hold...\n\nIt's frustrating knowing you care more than they do... that if you could change their mind set you would in a moment... \n\nBut hang in there.. It's good to know at least one of you care so much... Take heart in that.. Brighter days will come...Look for the good in them, and try hard to accept them, and help them be better people... Hard thing to do... but you'll feel better for trying to when they prove they are beyond hope.
1144884
What I generally do is to invite them in my room and ask them what they think about there performance. Most of the time they come exactly with the short-comings themselves without me having to put them out. In the case the individual is oblivious to there short-comings I will state them in a non-emotional way, trying to focus on his/her professional growth that probably can be better obtained in surroundings other then within our company. \n\nIn case of sharp bitter blaming and cursing/shouting what not, I become calmer say less and less only stating "I hear what you say", "Do you really think so", "Interesting viewpoint", "So you agree that you are not anymore part of our team" "so then you probably feel better when you would make a career change" etc. etc.\n\nAnd then the real masterpiece "Let them fire themselves / put them in the Cooler":\n\n- Cool down your friendly side leading up to your exit talk, most people can't take it to be fired, they rather walk (giving them signals that they are not anymore so welcome and valued as before will psychologically bring them a few steps closer to leaving)