“Imagine a future where every HR Manager is equipped to support employees with OCD effectively.”
How do we achieve this?
Let’s find out.
So, what is OCD? The full form of OCD is obsessive compulsive disorder, it is diagnosed when an assessment is made that a person has obsessions and compulsive behaviors that take a lot of time and get in the way of important activities the person values such as working, spending time with friends and family or following their hobbies.
Obsessive-Compulsive Disorder (OCD) is a mental illness that affects about 1.1% to 2.5% of the population, characterized by obsessions and compulsions that interfere with daily activities. While casual references to being “OCD” about organization or cleanliness are common, OCD involves persistent, distressing thoughts and time-consuming rituals.
True OCD goes beyond preferences, it can manifest in the workplace as excessive cleaning rituals, constant checking behaviors, or persistent intrusive thoughts that disrupt productivity and well-being. It forms a vicious cycle that steals the person’s peace of mind and time.
For instance, an HR Manager consulted with me about a new employee who, despite an impressive CV, struggled to meet deadlines and fit in with the team. He said that this young man was taken on because he had a stellar CV and had all the experience he needed to do the job, but somehow he was unable to complete work on time and there were ongoing complaints from the team.
The HR Manager is an empathetic person who had been present for this man’s interview and felt like he was missing something.
I recommended the HR Manager to refer the concerned individual to the Employee Assistance Program psychologist and it turned out that the employee had OCD. With counseling, the employee showed significant improvement in productivity after 10 sessions.
What it takes is for a win/win outcome is for Managers to care and support employees.
So OCD for this young man looked like this- he had thoughts that the office was contaminated with germs and that his laptop was unsafe to use. He would spend hours cleaning his desk and laptop at work and at home, keep washing his hands all day. It was distressing and time-consuming and interfered with his daily work life.
Other common obsessions can include the fear of causing harm to someone else, needing things to be balanced or in the right order, or intrusive thoughts or images that may be violent or sexual in nature.
Some of the compulsions that manifest may involve checking things repeatedly, like checking the gas is switched off, or door is locked, or cleaning things many times, counting to a particular number or going through a sequence of numbers, asking people for reassurance.
An employee who has OCD may feel scared, tearful or depressed. They may worry they are going mad or are a bad person. It is important to understand that OCD is nothing to be ashamed of.
OCD is caused by a combination of nature and nurture factors. This may vary from having a family history of OCD, to experiencing stressful events in life like being bullied, abused or after significant life events such as childbirth, death of a loved one or divorce.
Treatment options for OCD include medication and therapy, such as CBT (Cognitive Behavior Therapy), Exposure and Response Prevention, mindfulness and ACT (Acceptance and Commitment Therapy). These evidence-based approaches can help individuals manage their symptoms effectively.
In conclusion, supporting employees with OCD requires awareness, empathy, and proactive intervention. By understanding the impact of OCD on individuals in the workplace and implementing supportive strategies, HR managers can create a more inclusive and productive work environment for all.
