Many people struggle with psychological problems, but do not know whether it is wise to be open about this at work or when applying for a job. Openness can have a positive effect (understanding, work adjustments) but certainly also negatively (stigmatisation, discrimination). Whether openness works out well or badly depends on many factors, with the way of communicating in particular being important, according to new research from Tilburg University.
In the study, five groups dealing with this dilemma were interviewed:employers, HR managers, people with psychological problems, experts by experience and reintegration professionals, such as job coaches and company doctors.
Mode of communication essential
The way of communicating about psychological problems has an effect on finding and keeping a job. This is an important finding, because it allows people to influence the outcome themselves. Five aspects increase a good outcome of openness in the work environment:
* correct timing (preferably not during application);
* selective openness (not everyone, but to those you trust);
* carefully considered content of the message;
* communication style (with respect for employer);
* good preparation.
More attention to the manner of communication is expected to greatly increase the sustainable employability of people with psychological problems.
The surveyed groups agreed that when psychological problems do not affect work, employees or job seekers should not be open.
Viewed from their own perspective, people are actually in favor of openness, but each from a different interest. For example, people with psychological problems prefer to be honest, but HR managers prefer openness so that they can possibly reject the applicant in question.
