High-Functioning Depression in the Workplace

The Balancing Act of High-Functioning Depression

Imagine you have an employee balancing three spinning plates in front of you. Each plate represents a different part of their life: work performance, personal relationships, and emotional well-being. To the outside world, they look steady, juggling responsibilities, meeting deadlines, showing up on time. But what you don’t see is the sheer effort it takes to keep those plates spinning and balanced. And the longer they go without help, the more exhausting and unsustainable it becomes. Eventually, one of those plates will start to wobble or even fall.

This is high-functioning depression. And in the workplace, it often goes unnoticed.

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What Is High-Functioning Depression?

Depression doesn’t always look like someone unable to get out of bed. In fact, many employees experiencing depression still show up, still perform, and still meet the expectations of their employer. But under the surface, they’re struggling.

Unlike traditional depression, where symptoms might be more outwardly visible, high-functioning depression exists in a space where someone is suffering internally but continues to “function” externally. This is why it can be difficult for managers, HR teams, and business owners to recognize it in their employees.

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Signs of High-Functioning Depression in Employees

Just because an employee is performing well on paper doesn’t mean they aren’t struggling. Here are some subtle but important signs to look out for:

• Consistently exhausted but still working – They’re always “fine” but seem drained or detached.
• Overworking or perfectionism – Throwing themselves into tasks to distract from their feelings.
• Changes in mood or engagement – A previously chatty team member becomes withdrawn or irritable. Or maybe you see someone whos normally a team player pushing back a lot more.
• Struggling with motivation – They complete tasks but lack enthusiasm or creativity.
• Increased absenteeism or last-minute cancellations – They might be pushing through, but on tough days, they disappear.

The Cost of Ignoring High-Functioning Depression

When high-functioning depression goes unnoticed, it doesn't just impact the individual, it affects their families, friends, teammates, managers, and the entire business.

• Productivity Drops – Employees may be physically present but mentally disengaged, leading to slower output and decreased quality of work.
• Higher Turnover – If employees feel unsupported, they may seek work elsewhere, increasing recruitment and training costs.
• Workplace Morale Suffers – When team members struggle silently, it can create an environment of stress and burnout that spreads to others.
• Increased Absenteeism – Without intervention, the struggle may eventually become too much, leading to extended leaves of absence.

Recognizing and addressing these challenges early can improve employee well-being and business performance.

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How Managers and HR Teams Can Support Employees

Supporting mental health in the workplace isn’t just about offering therapy or EAP programs (though those help!). It’s about creating an environment where employees feel safe acknowledging their struggles before they reach breaking point, and knowing where to go for help and what is available. Here’s how you as a manager or HR manager can help:

1. Create a Culture of Psychological Safety

If employees fear judgment, they won’t speak up. Make mental health part of everyday conversations, whether that’s through well-being check-ins, leadership vulnerability, or regular discussions about mental health support options in the workplace. Even just sharing a blog article such as this one on a public channel or via an email blast to the whole team can show that you take these matter seriously, and want people to learn more about how to seek help if they need it. Ensure your team know what help is available to them through their employer and how they can easily access it, so they feel heard and supported. Even something as simple as asking “how are things outside of work, too” during private chat can mean the difference and start to open up new conversations that can help employees greatly.

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2. Encourage Small Steps, Not Giant Leaps

Remind employees that seeking help doesn’t have to mean drastic changes. Sometimes, it’s about small adjustments, taking a lunch break at a time that is better for them, delegating a task, making time to read something they may find helpful, or scheduling a well-being day. High-functioning employees often feel like they must “push through.” Show them it’s okay to pause.

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3. Watch for Overworking, Not Just Underperforming

We often associate mental health struggles with doing less, but sometimes, people cope by doing more. If an employee is constantly overloading themselves or never taking time off, check in with them. This can often be a way of distracting themselves from bigger issues and problems. Whilst as a business, you may appreciate the additional ‘dedication’, this is often short-lived when the underlining issues become too much to ignore. Supporting your employee into a healthier work routine can help set them up for addressing the underlining struggles.

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4. Offer Flexible Support

Not everyone wants to talk about mental health openly. Provide resources they can access privately, like employee well-being apps, more flexible working hours, or self-guided support tools. Often, just knowing that the support is available if needed, can often be the thing that helps an employee take the first step in addressing the struggles. Remember that this is a very private matter and that the employee needs to know that this stays between their manager and them. Cultivating a bond of trust is so important when addressing these types of matters.

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5. Lead by Example

If managers, HR managers, and business owners don’t model healthy boundaries for themselves, employees won’t feel comfortable setting their own. Take breaks. Leave on time. Show that mental well-being is valued at all levels.

This means openly discussing mental health, setting realistic expectations, and demonstrating that it’s okay to step away when needed. If employees see their managers constantly working late, skipping breaks, or dismissing mental well-being, they’ll assume they need to do the same, or even call out hypocrisy. On the other hand, when leaders prioritize their own balance, whether it’s taking time off, speaking about personal examples (if you feel comfortable to share), or encouraging open conversations, it sets the standard for a mentally healthy workplace.

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6. Listen to Suggestions

Sometimes, employees who are struggling with high functioning depression, may actually already know what they need, but may just not feel comfortable, bringing it to their managers or other members of the leadership team. Their can be many reasons for this. lack of trust, feeling like they don't want to be a bother, maybe the team is so small that it feels too intimate to discuss these things, et cetera. If a employee does not feel like they can discuss these things openly, or even have a private conversation, setting something up like an anonymous, suggestions, box or an anonymous online suggestion form can be a fantastic way to help empower employees, who are struggling in a way that is more manageable for them. Ensure that you acknowledge each of the suggestions and update on a regular basis, how are you intend on actioning them to ensure that the employees feel heard and listened to.

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The Most Important Takeaway

Imagine those spinning plates again. If an employee is balancing too many for too long, it’s only a matter of time before one crashes.

But here’s the good news: As a manager, you have the ability to step in before that happens. By recognizing the signs, creating a culture of balance, signposting to support, and leading by example, you can help employees keep their plates spin in a way that is sustainable and not overwhelming.

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Share This with Someone Who Needs to See It

If you’re a business owner, manager, or HR leader, your role in fostering a mentally healthy workplace is more important than it ever gets credit for. Share this with someone who you feel would really benefit from reading it.

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