How to Deal With a Schizophrenic Employee

Have a dialogue with the employee. You aren’t a doctor, so don’t try to diagnose schizophrenia. If you notice that your employee’s behavior is changing or her work is not as stellar as it once was, talk to her about your concerns. Don’t suggest that she may be schizophrenic. Allow her to bring this diagnosis to the table. When you have this dialogue, be supportive and explain to your worker that you aren’t out to fire her but instead are concerned about her well-being.

Learn about the disorder. If you are operating with a limited knowledge of what schizophrenia is, it’s time to hit the books. The more you know about the disorder, the less scared you will be of the worker who is struggling to cope with it, and the better equipped you will be to help her as she wages war against this challenging mental disorder. Encourage others to join you in your quest for education, asking fellow members of management to study up as well so you are all equally well versed in the specifics of the mental disorder and, as such, able to be supportive and helpful to the employee in question.

Adopt supportive language. Words like “nuts” or “crazy” may be ones that are bandied about relatively regularly, but they are ones you should absolutely avoid if you have an employee who you know or suspect may be suffering from schizophrenia. Many individuals impacted by mental illnesses like this one are reluctant to seek medical treatment because of the stigma attached to disabilities of this type. Don’t perpetuate this problem by using insensitive language. Also, correct workers or others within the workplace who use these insensitive terms, explaining to them the importance of removing them from their vocabularies.

Support the employee with accommodations. Individuals with schizophrenia are protected under the Americans with Disabilities Act and, as such, must be supported by employers. Make any accommodations you can to help the employee thrive at work despite the medical challenges she faces. These accommodations can include moving the employees workplace, changing work schedules, reducing job expectations or permitting the employee extra time off so she can tend to her medical needs.