Performance and Mental Health – Look Behind the Curtain (Guest Article by Angie Sadler)
The stark reality is that an employee’s mental well-being can profoundly impact their performance.
Mental Health Struggles at Work: A Common Reality
Throughout my working life, I have witnessed employees struggling with their mental health, sometimes due to personal reasons, whilst others are directly related to their work. But whatever the reason, the resulting effect has been a decline in their performance. Even though we are fast moving into a world in which many of us are now more open and ready to talk about our mental health, where we are no longer afraid of being judged or stigmatised, we should not forget that many employees are still afraid to do so.
A Lesson From Early Leadership
I was not always so astute at spotting when someone was struggling. Very early in my career, I recall a young employee sobbing their heart out after numerous painful rows with their partner. Those constant rows affected their performance, causing a lack of focus and errors. In those days, the adage was not to bring your personal problems into work (i.e. don’t let it affect your performance). As a young manager, I would admit to wrongly adopting the business’s same view at that time. But later I looked back with deep regret, realising that the employee was suffering from anxiety, and how I should have handled it differently.
The Importance of Asking Questions
Indeed, I did, in another business, witnessing a young employee being relentlessly bullied by a member of the senior leadership team. They sought my help – I was neither their direct manager nor the HR professional for the business at the time (they did not have one). This employee cried their eyes out, couldn’t sleep at night, and their performance was rapidly declining. I saw the fear, stress and anxiety, the effect on her mental health, and I was angry. I vowed to do something about it, and I did. And she flourished.
Over the years, when a performance issue was raised, I asked many questions, but always gently. From the employee whose behaviour showed early signs of declining mental health, and who eventually disclosed they had used a hallucinogenic drug to calm their anxiety, to the employee who struggled to maintain focus while also dealing with anxiety and depression, later diagnosed with Attention Deficit Disorder with Inattentiveness; and to the senior leader who began showing dementia-like symptoms. Talented and lovely employees, all dedicated to their work.
Investing Time and Compassion Pays Off
While not every performance issue stems from mental well-being, my experience suggests it’s a significant underlying factor more often than not. Investing the time to ask, truly listen, and offer support isn’t just an act of compassion; it’s a strategic business decision. Retaining a brilliant employee far outweighs the financial and productivity losses of losing them. Moreover, such care strengthens company culture, sending a powerful message that your employees’ well-being truly matters.
Angie Sadler, Director of Client Services – People at Factotum, is an accomplished global HR/People Team Leader, Coach, and Mediator with over a decade of experience in organisational development. She’s successfully navigated change management, business scaling, and team building and demonstrated her strategic leadership in senior roles like Chief Talent Officer and Group General Counsel at a global FinTech company.
Equally, she’s a UK-qualified solicitor with a strong background in corporate law, litigation, and intellectual property. She has extensive experience supporting start-ups and scale-ups, especially within SaaS and professional services. Beyond this, Angie has contributed as a Non-Executive Director, a qualified mediator, and a visiting lecturer in legal education. She continues to be a mentor and trainer for SMEs, showcasing her dedication to both professional and individual development.
