One of my colleagues has confided in me that she suffers from a chronic illness. She says she decided not to mention this to her employees when she was hired in case it jeopardised her chances of securing the role. Her condition is currently under control but she is an integral member of the team and with the workload we have at the moment, we need everybody fired up. I don’t want her to feel under stress as she says this can trigger her condition. Do I raise her health issue with senior management or keep schtum? BD, Dubai
It seems you are in quite a complex and possibly emotional situation, in that you want to maintain the trust of your colleague, but you are also concerned about her well-being. First, as she did not mention this when securing the role, I think the emphasis should be on your colleague taking responsibility for her actions. You should not feel that you need to take responsibility for a decision she has made.
But it is clear that you feel she is a valuable team member and need her to be in the best state of health possible to manage the increasing workload. You undoubtedly wish to support her on this and maintain her confidence, but worry that the stress may trigger her condition.
Could the first step be having a conversation with your colleague and raising your concerns? If she does become unwell then the organisation will become aware anyway. It would be hard to hide signs of illness, under par performance and absences for medical appointments. So, it may be useful to encourage her to think about discussing her condition with the organisation. It may be less stressful for her to be honest. If she chooses not to, at least you have encouraged her to do so.
Secondly, if you are considering talking to senior anagement, is there some value in discussing this with your colleague, especially if you see her condition worsening and you are concerned about her well-being?
There can be psychological benefits to being at work for some people who have a manageable chronic condition. And it is not uncommon for people to be scared of telling their employer because they mistakenly fear they may lose their job.
The truth about workplace illness remains a judgement call. If an employee is unable to do a particular role at a particular time, organisations should be creative in how to retain their talents and skills. But it’s only by telling them that you can expect them to show understanding and support.
It is important for your colleague to take responsibility for her condition so that she can manage both her workload and her condition at work, while also ensuring that she has appropriate support from the organisation. This seems like a tricky situation and one I would advise you to be cautious around.
Doctor’s prescription
Continue to offer psychological support to your colleague, but be honest about your concerns. Discuss the option of her being more open about her condition with management, as ending the silence around her illness may be the only way she can get the support she needs – but this is dependent on organisational culture. Think carefully about the consequences of what you choose to do or not to do. You have a responsibility not to break your colleague’s trust, but if the condition worsens it is something that the organisation may well need to be aware of.
Alex Davda is a business psychologist and consultant at Ashridge Business School based in the Middle East. Email him at business@thenational.ae for advice on any work issues
Follow The National's Business section on Twitter
