“I think one of the things that’s tricky about recognizing depression is there’s such a variety in ways it could look,” Light explains. “So we are just looking for any changes, or things that seem unusual for this person.” 

Depression can be triggered by major life changes or stressors, which can take many forms. Bereavement, a breakup, housing or financial difficulties, or work changes such as a demotion, position change, or pay adjustment can all contribute to a depressive episode. Some people may experience recurring episodes around seasonal changes or anniversaries of stressful events. In other cases, there may be no clear trigger. 

“Sometimes it’s just random. We don’t always get a clear-cut reason why that’s happening for someone,” says Light.

Training Leaders to Support Employees

Recognizing concerns and having a supportive conversation are skills that managers can develop. Light encourages shop managers to seek training, and research suggests that doing so can benefit employees. 

“There’s actually a fair amount of research on mental health and well-being in the workplace. And what our research tells us is if we train managers and owners to not only recognize signs of mental health concerns, but also in how to respond to those, it really helps employees,” says Light.

As little as three hours of training in recognizing and responding to mental health concerns can have positive workplace outcomes, according to Light. There are many resources available for shops looking to equip their team with those tools. Light herself frequently speaks at automotive events on the topic, and shop owners should also look into resources for business owners in general that they could benefit from. The American Psychological Association’s Center for Workplace Mental Health is one example.

Even sitting down with shop leaders to practice how to raise and acknowledge concerns can go a long way in preparing managers to speak up when they see someone struggling.

“Having that conversation is a skill just like any other skill, and so it’s useful to practice that ahead of time. So having leadership practice with each other of how would we have this discussion, or how would we picture bringing this up, is going to help a lot,” says Light. “It’s going to be easier to work out the kinks and practice it early than trying to figure it out in the moment with someone when the stakes are higher.”

It’s especially important to discuss what to avoid saying. Comments like “just think positively” or “buck up” are never helpful and can come off as minimizing rather than supportive. Everyone is different, and it’s important to understand the person you’re talking to and what response makes sense for them. Auto repair is an industry built around problem-solving, and offering solutions may be helpful if an employee wants that kind of support. But if they aren’t ready for solutions, that approach could leave them feeling invalidated.

Any discussion should let people share how they feel on their own terms. Check in respectfully if someone seems different and ask how they’re doing without pressing for personal details. If they share a struggle, acknowledge it, and ask how they’re managing.

“Just be generally aware and able to have a decent relationship with people. We can still totally ask about people’s lives or families in a professional way. ‘How’s the spouse? How’s the kid? How’s life?’,” Light says. “If we see something where someone seems off, it’s completely reasonable to check in and see how they’re doing.” 

Training should also help managers understand what resources are available to employees. They should be able to refer them to any benefits and resources they can access, such as health insurance coverage, an employee assistance program, or local mental health services.

Additionally, offering employees who are struggling some flexibility can go a long way in helping them. Consider time off, a shift change, a flexible lunch hour to accommodate a telehealth visit or medical appointment, or adjustments to schedules and tasks. Shops can decide in advance what flexibility they can offer so managers can respond consistently while maintaining appropriate boundaries.

Just like any other health condition, it’s important for shops to support all of their employees, and create an environment where a team can thrive. Sometimes, all it takes is one person stepping in and showing they care to make a difference in someone’s life. For an employee who is struggling, that support can be life-saving.

“Sometimes I draw the analogy of, if you had someone on your team who was diagnosed with cancer, we wouldn’t expect that to not impact their performance. And depression’s the same. We’re (going to) see that. That’s why you have a team, and are flexible with tasks and scheduling,” Light says. “There’s actually quite a bit most managers and owners are able to do when we make sure we’re equating mental health to physical health.”