Work related stress – the elephant in the room...

This is a topic that I feel quite strongly about. I personally think that work-related stress has been or will be experienced by everybody at some point in their lives and to some extent, it’s acceptable. But like all challenging emotions, if experienced for too long, it can lead to problems. Serious problems. So that’s why I want to address it.

According to the World Health Organisation (WHO), stress can be defined as “a state of worry or mental tension caused by a difficult situation.” Even though the experience of stress is psychological, stress also affects people’s physical health. When we are under stress, our bodies undergo changes that include secreting higher than normal levels of stress hormones such as cortisol, adrenaline (epinephrine) and norepinephrine. In the short term, these changes are helpful since they give us the energy to address the challenges and threats in our lives. However, this becomes problematic if it goes on for prolonged periods of time, harming one’s physical and psychological wellbeing.

Common effects of prolonged stress include:

On your body	On your mood	On your behaviour
Headache	Anxiety	Overeating or undereating
Muscle tension or pain	Restlessness	Angry outbursts
Chest pain	Lack of motivation or focus	Drug or alcohol misuse
Fatigue	Memory problems	Tobacco use
Change in sex drive	Feeling overwhelmed	Avoiding friends and staying at home
Stomach upset	Grumpiness or anger	Exercising less often
Sleep problems	Sadness or depression
Getting sick more easily due to a weaker immune system

Source: https://www.mayoclinic.org/healthy-lifestyle/stress-management/in-depth/stress-symptoms/art-20050987

Overall, stress that is not dealt with can lead to serious health problems such as high blood pressure, heart disease, stroke, obesity or diabetes. On an interpersonal level, it can lead to problems with your loved ones and in the workplace, it can lead to “burnout”, which is something I want to look at in more detail. 

According to the International Classification of Diseases, burnout is a natural consequence of chronic workplace stress that has not been successfully managed and is characterized by 3 distinct symptoms:

• Feelings of energy depletion or exhaustion: this feels like a persistent fog weighing you down mentally and physically and can be debilitating. It doesn’t go away by taking a few days off to recuperate. This kind of exhaustion is more chronic and nonspecific.

• Depersonalization or feelings of cynicism: One feels detached from their job and what used to motivate and inspire them no longer has the same effect. They feel less engaged and might even start to question whether anything they are doing is making a difference.

• Reduced professional efficacy: This refers to a drop in work performance. It may not be obvious to others yet but the individual who is experiencing burnout is aware that the quality of their work is not up to standard and that it takes more effort and concentration to maintain it.

Bearing in mind all the above, can you imagine the impact on organisations?

Productivity and performance: In a study by the Anxiety and Depression Association of America, 56% of employees reported that their anxiety and stress impacted their work performance. Furthermore, according to the American Psychological Association’s (APA) Senior Director of Applied Psychology (Dennis P. Stolle): “When workers are suffering from burnout, their productivity drops, and they may become less innovative and more likely to make errors. If this spreads throughout an organization, it can have a serious negative impact on productivity, service quality, and the bottom-line.”

Collaboration and conflict: Effective communication and the capacity to navigate difficult conversations become more challenging when employees are under stress and this may lead to workplace conflict. The ability to find ways to address and resolve existing conflicts is also jeopardized and over time, this makes it difficult to maintain trust in the workplace, which in turn affects collaboration, productivity and retention rates.

Presenteeism: This refers to employees showing up at work even though they may not be feeling well physically, mentally or emotionally and this in turn having a negative impact on productivity. Given that burnout alone may impair short-term memory, attention, and other cognitive processes essential for daily work activities (Gavelin et al., 2022), we can see how presenteeism in this case may be damaging to an organisation. Although it is difficult to measure, it is estimated that presenteeism is much more costly to organisations, than absenteeism.

Absenteeism: Statistics show that more than 60% of work absenteeism is attributed to psychological stress and stress-related burnout. In fact, employees who experience true workplace burnout have a 57% increased risk of workplace absence greater than two weeks due to illness (Borritz et al., 2010) and this comes as no surprise given the fact that employees with burnout have a 180% increased risk of developing depressive disorders (Ahola et al., 2005), 84% increased risk of Type 2 diabetes (Melamed et al., 2006) and a 40% increased risk of hypertension (von Känel et al., 2020).

Turnover: A 2017 study conducted by Kronos Incorporated and Future Workplace® found that 95% of Human Resource (HR) Leaders admitted employee burnout was sabotaging workforce retention. Specifically, of the 614 HR Leaders that participated, nearly half (46%) said employee burnout was responsible for up to half of their annual workforce turnover. Furthermore, burnout appeared to affect larger organizations (2500+ employees) more than it did smaller ones.

Conclusion? Whether employees stay or go – it’s still a problem for the company because the elephant in the room (burnout in this case…), has not been addressed.

Ok… so now that I’ve raised the alarm, I’m going to give you the good news…

It doesn’t have to be that way!

Below I’m going to give you some tips on how to manage work-related stress and I’m also going to give organisations some guidance on how to help their people. 

How to manage your stress levels as an individual

Recognise your stressors

Make a list of everything that is stressing you out so that you can take measures accordingly. Common stressors in the workplace include but are not limited to:

• Unfair compensation

• Unreasonable workload and intensity

• Too much overtime

• Lack of talent management and employee development

• Poor leadership

• Seeing no clear connection of your role to corporate strategy

• A negative workplace culture

• Insufficient resources for you to do your job

• Feeling you have little or no control over your work or schedule

• Unclear job expectations

• A job that is monotonous or chaotic (in one extreme or the other)

• Lack of social support (either personally or professionally)

• Work-life imbalance

Other stressors that are more related to personality differences include but are not limited to:

• Being around conflict, lack of harmony, people not cooperating

• Having to interact with individuals and groups excessively

• Having to depend on people whose work is sloppy or incomplete

• Not getting enough peace and solitude; being in noisy environments

• Working alone or being alone for long periods

• Being bombarded with facts and details

• Being in rigid, rule-bound environments that allow no freedom of choice

• Being required to do something that violates your values

• Being taken advantage of or taken for granted

• Feeling unappreciated, misunderstood, unfairly treated

• Receiving last-minute changes and unrealistic requests

Determine what you have control over

Separate the stressors into those you can do something about and those that you can’t. People experience stress when they feel they are responsible for something, but have little influence over its outcome. Thus, the first key to tackling stress is determining what you do and don’t have real control over – and then aligning your responsibility level accordingly. Sometimes merely acknowledging that something falls beyond your realm of control (and, therefore, your responsibility) is enough to reduce your stress. Sometimes it isn’t. In this case, you may have to work on your reaction to it. Which brings us to the next tip.

Change the way you respond to stress

According to the late Paul Rosch, a Clinical Professor of Medicine and Psychiatry at New York Medical College and Chairman of the American Institute of Stress, people who’ve triumphed over stress, have done so by responding to stressful experiences in more constructive ways. Rather than become a passive or reactive victim to stress, they transform it into a stimulus for growth or something they can manage. For example, if something like a long commute is causing your stress level to rise, you can either:

• resign yourself to the situation, or

• choose to change something about it.

For instance, you might approach your supervisor to discuss the option of working from home a couple of days a week. Or you can make the ride more enjoyable by listening to an audio book or to music. Or you can even look for another job or another house. Essentially, what you’re doing is reclaiming control of the situation. For more serious stressors, like an illness or a pending legal situation, you can educate yourself on the likely outcomes and ways of dealing with them - get second opinions if you have to. Knowledge is power.

Speak to your supervisor

As mentioned above, discuss specific concerns with your supervisor with the purpose of working together and reaching compromises or solutions. Try not to be deterred by a cold exterior or a judgemental look, focus on your goal i.e. getting your supervisor to understand your situation and finding a way forward that is suitable for both of you. Go prepared, with possible solutions, to help steer the conversation towards the desired outcome but be open-minded to understand where your supervisor is coming from as well.

Try to obtain some control in your job

If you feel that your manager is micromanaging you, look it up and find ways of handling it. As mentioned above, education is power. Ideally, anything you can do to regain an element of control in your job, can be really helpful. It will give you a sense of freedom and autonomy, as opposed to feeling stifled, restricted and demotivated.

Try to prioritise but be flexible about it

If you feel that there is an imbalance between the demands made of you and the resources that are available to you, try to determine what must get done now and what can wait. If what you have to get done now is difficult, break it down into smaller tasks. Then start with a few quick wins (the easier ones) so that you can start feeling a sense of control and satisfaction. This reinforces you to keep going. The more difficult something is, the more you break it down. If you’re not sure how to proceed, ask for help, look it up.  

Address the root of the problem

Burnout is typically regarded as job-driven, but chronic stress can have a variety of causes such as relationship woes, financial problems or caregiving responsibilities. Think of ways to address these problems as some lifestyle choices can make burnout less likely. For instance, you could get some help at home to assist you with an elderly relative, or ask your partner to take over your toddler’s bedtime routine, while you cook dinner. Don’t spread yourself too thin.

Don’t allow stress from one area in your life to bleed into another

Compartmentalizing is another strategy for dealing with stress. If you feel your stress level rising in response to a troubling circumstance, set a time limit to experience it and then slowly decompress and try to get back to your regular routine. If any ideas or feelings come to you in the process, write them down to get them out of your system and maybe use for future reference. This helps bring “closure” to the situation, at least temporarily, so that you can focus your attention elsewhere.

Don’t be too tolerant

Stress is generally a call for change of some kind – either in your situation or in your attitude. So it’s important to assess what the stressors in your life are telling you, and to address them in terms of “opportunities for growth” or “signs of danger” that you need to act on. In the short term, this will help you but be careful not to tolerate a miserable or offensive situation for too long, to the point where it affects your quality of life. When you’ve reached this point, then you might need to reconsider your response and take more drastic measures.

Set boundaries – don’t be a people pleaser

Don’t try to please everybody as apart from being impossible, it’s emotionally draining. The more things you take on as “your problem,” the less time and energy you have to manage your own stressors. Instead, learn to set boundaries without feeling guilty. Setting healthy boundaries will make you stronger in the long run and also keep manipulators at bay. If attending to others’ needs makes you feel useful or needed, that’s not a bad thing – just make sure it’s not the only thing that gives you a sense of purpose, as it will be harder to say ‘no’ when the time comes.

Go to a doctor or a therapist

If you suspect that you are experiencing burnout, consider seeing your doctor or a mental health professional to determine whether your symptoms are driven by stress alone or another condition. Don’t ignore them.

Seek support 

No matter how bad your situation, you’re always better off if you have someone by your side. However, be selective. Avoid people who have a victim mindset or who are overly dramatic or negative. Ideally, look for someone who is understanding, optimistic and helpful/practical. In the workplace, take advantage of relevant services such as Employee Assistance Programmes or any exercise or health benefits offered by your employer.

Get some exercise 

Regular physical activity can help you deal with stress as it improves your mood, increases self-confidence, lowers symptoms of mild depression and anxiety and improves your quality of sleep. If you’re at work, take a walk outside. There’s a science behind this: aerobic activity helps your brain release endorphins which are natural, feel-good hormones. 

Get some sleep 

Good sleep can improve concentration, maximize problem-solving skills and enhance memory. Poor sleeping patterns may reduce one’s ability to regulate emotions and interact socially and they have also been strongly linked to depression. Hence good sleep is imperative for your psychological wellbeing. If you’re having trouble sleeping then speak to your doctor about possible treatments and try exercising.

Learn how to focus better

When we are stressed, we find it hard to engage in life. To “engage” in something means to give it your full attention (WHO). Τo learn how to focus you can practise with any activity e.g. when drinking coffee, doing chores or talking to people. As soon as you become aware of negative thoughts that are distracting you, “ground” yourself by re-focusing on what you are doing. You can read about 30 different grounding techniques here. Mindfulness techniques also help you become aware of what's happening in the present moment, without interpretation or judgement.

Remind yourself of the values you want to live by

In stressful situations, difficult thoughts overwhelm us and our behaviour changes e.g. we might get into arguments or avoid people, which may in turn lead to more stress. These behavioural changes may be misaligned with our values. Our values describe what kind of person we want to be; how we want to treat ourselves and others. Bearing this in mind, ask yourself, especially when you’re feeling overwhelmed: Do my actions support my values?

Be kind to yourself

Many of us are not kind to ourselves when we are in stressful situations. And all that does is add to the pressure. Be wary of the way you speak to yourself e.g. “You’re doing your best under the circumstances” vs “I’m so stupid! When am I going to get it right?!” Encourage, support and nurture yourself – don’t berate it. Be as kind to yourself as you would be to someone you love e.g. your child or your friend.

Easy on the perfectionism

Recognize that stress management is a learning process – it takes time and practice. Don’t be too harsh on yourself whenever you make a mistake or “slip”. Accept it, learn from it and see what you can do better next time.

Make some time for hobbies/things you like doing

Try to allocate a bit of time each day to something you love doing. Dr. Dyrbye, a physician scientist who studies burnout at the Mayo Clinic found that surgeons who make time for hobbies and recreation — even just 15 to 20 minutes a day — are less likely to experience burnout than surgeons who don’t. Try to find something outside of work that helps you focus and relax e.g. meditation, yoga, puzzles – 15 to 20 minutes a day isn’t much if you think about it.

Take time off

Taking time off work also helps, but don’t always use it to catch up on the rest of your chores. It’s very tempting to do so but it’s imperative to rest as well and to recharge your batteries. Balance is key. And this is possible only if you take your mental and physical wellbeing just as seriously as you take everything else on your ‘to do’ list, if not more so.

What companies can do to help their workforce

Help HR to focus on retention strategies

In the study by Kronos Incorporated and Future Workplace® mentioned earlier, despite 87% of HR leaders regarding improved retention as a ‘critical’ or ‘high’ priority over the next five years, 20% said there were too many competing priorities to focus on fixing the issue. In fact, despite the costs of employee turnover, organizations were more likely to invest in the recruitment of new employees than in the retention of existing talent. Furthermore, outdated HR technology, the lack of support and commitment from top management and the lack of organisational vision were also factors that were regarded as obstacles to improving retention.

Don’t encourage presenteeism

The more uncertain workers feel about their circumstances, the more likely they are to show up despite being stressed or ill. Apart from having their dedication questioned, many employees fear losing their job or missing out on career advancement opportunities. Furthermore, if they’re the only ones who can perform a specific task, then they know that their absence will create a bottleneck. The solution here is to ensure that team members know how to do each other’s job and for this to happen, policies and procedures must be put in place.

Create a psychologically safe workplace

Create a work environment where employees feel comfortable speaking about their feelings or concerns without judgment or punishment. Encourage managers to speak candidly about their own experiences as this will encourage employees to speak up when struggling. A word of caution here: if you’re a team leader, try not to share your concerns about your own manager or another team member, as this may easily be interpreted as office gossip. It may also make the recipient of your concerns feel uncomfortable, let alone demotivated if what they’re hearing involves top management.

Investigate stress levels in your organisation

Educate yourself about what is really going on with your workforce, via culture or engagement surveys. To measure burnout levels specifically, the Maslach Burnout Inventory (MBI) can be used. As a follow-up, conduct focus groups and interviews, led by trusted members of the organization or external consultants. Ask for solutions and if you think that people won’t open up easily, include an option in the online survey for them to provide their written comments and suggestions anonymously. Furthermore, get back to them on the actions you will be taking – even for those you won’t be taking. Provide some form of feedback, otherwise they will feel frustrated/cynical about the whole process.

A few quick wins

Some actions that can boost the morale of your workforce, relatively quickly, include:

• Providing quiet areas for breaks and personal phone calls

• Setting clear instructions for open-plan settings, to keep noise levels down

• Creating “no meeting” days so that employees can have more time to focus on the projects that are pressing them.

• Ensuring that there’s always coffee and fruit in the break room.

• Allowing the option of working from home.

Incorporate a wellness programme

Consider implementing a holistic mental health programme that educates employees and management on the effects of stress. If you already have a physical wellbeing initiative, such as discounted gym subscriptions, consider expanding your existing programme to incorporate mental wellbeing as well. This can be in the form of stress management seminars, one-to-one coaching sessions or more experiential learning activities such as guided meditations.

Overall conclusion

All stakeholders need to understand the real impact of workplace stress and burnout. This is essential to improving today’s workplaces and creating better ones in the future. More importantly, it can prevent unnecessary suffering. My message to you is to take every challenge as an opportunity to grow, but be aware of your limits. Learn to listen to your body and your mind, when they’re complaining. And do something about it.

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References

• 10 Top Benefits of Getting More Sleep (healthline.com)

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• How to Change Your Perception of Stress and Use It to Your Advantage (lifetime.life)

• How to Deal With Micromanagers: What to Say (verywellmind.com)

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