Workplace Stress
A recent dinner conversation with a friend brought up the topic of work. She began to describe her workplace and how stress was affecting her personal and professional life. Difficulty sleeping, fatigue, irritability, neck pain, concentration problems, appetite changes, digestive issues, tension headaches, and an overall decline in happiness at work is now seeping into her personal life. When asked if she plans to seek other employment, her surprisingly emphatic response was, “Of course not. I love my job!”.
The American Institute of Stress (AIS) reports that workplace stress has increased in the last few decades and is the major source of stress for most American adults. Workplace stress is linked to cardiovascular disease, high blood pressure, and many other disorders. Perhaps, like my friend, you work unpaid overtime, forfeiting family and personal time due to fears surrounding retaining your job including demotion of position, being called out and/or embarrassed in front of workmates, and demerits on performance evaluations. The fear combination of retaliation and loss of income can push an individual to a potentially dangerous stress level. While workplace stress can be related to the type of work performed, AIS https://www.stress.org/workplace-stress reports that the relationship between the individual and their work environment is the key determinant to fluctuating stress levels. Perceived lack of control over job responsibilities and work outcomes are a recipe for a highly stressful environment regardless of the type of work we do.
Because stress is a natural reaction, it is not always a bad thing. Stress can motivate and keep us on task, reminds us of impending deadlines, and signals our bodies to know when rest is needed. It is prolonged exposure to stress that places our mental and physical health at risk. So why do we continue to work jobs that cause us inordinate and overwhelming stress? I asked twelve individuals from an organization known for high employee turnover to take the stress scale from the American Institute of Stress (listed below). The assessment has five categories and range from low stress to potentially dangerous stress levels. Out of the eleven responses received, 86% (9 individuals) scored in the highest range meaning that professional help may be needed to avoid serious mental and physical distress. In addition, a change of position within the company or a total change of jobs may be necessary to lessen the risk of serious health decline.
Self-inventories can be helpful in decision-making about jobs and careers. Here are a few questions that can help you examine your workplace stress status.
1. What factors led you to apply and accept this position? Some answers may include the opportunity to do something you love, a high or above-average salary, promotion, perks and benefits, professional development opportunities, travel, helping others, recognition and kudos, giving back to the community, to name a few. Our personal values, passions, talents, gifts, education, learning experiences, and financial goals typically drive us toward specific job search opportunities. I challenge you to make a list of the reasons you are working in your current position. Have your reasons changed or are they the same?
2. Are you doing the work you were hired to do according to your job description or hiring negotiation? This may seem like a simple question, however many of us take on extra tasks as people leave, as our knowledge base of the organization grows, as reorganization and new changes occur, as tasks arise that no one else will volunteer to do, or because our supervisors feel we are “the best person for the job”. If you have been in a position longer than a few years (less in some cases), chances are good that your job description requires an update. I personally took a promotion at an institution and was on the job three years before I had a job description. Can you guess how I got one? You guessed it…I wrote it myself! Without going into a lot of detail, I will share that I learned the hard way that the absence of a job description equals the absence of leadership accountability. In the same regard, the absence of a job description also equals the absence of support and guidance for the employee.
Updating a job description may require new negotiation of contracts or job responsibilities. Keeping your job description up to date provides guidelines to follow as well as a tool for re-negotiation of title, salary, promotion, and even workspace. Making sure that job duties included in the job description are easily understood by both employee and supervisor prevents miscommunications and discontentment for both parties. Keep in mind that your job description is typically correlated with your performance evaluation and should be kept close as a reminder of what your supervisor should be basing your evaluation upon. In turn, a well understood and clear job description can serve as a guideline for your own project planning and work goals.
3. Does your work experience affirm the reason(s) you accepted the position? In other words, is your daily work experience what you thought it would be? If not, what is different? I am reminded of the old adage “everywhere I go, there I am”. While poor attitudes, bad habits, biases, and negative thought processes can (and should) be checked at the door, our core values follow us everywhere we go, including the workplace. Therefore, our work is an extension of who we are and should support both career and life goals. Sometimes it is within our own power to make changes that will provide higher job satisfaction. We should be honest with ourselves about positive strides we can put into motion in the workplace. On the other hand, there are times when our work experiences are controlled by other factors such as micromanagement, unrealistic demands, required overtime that takes us away from family, lack of resources for optimal work, lack of affirmation and acknowledgment of accomplishments, bullying workmates, and even supervisors that can be described as demanding, bullying, or demeaning. By the way…
4. Do you have supportive leadership? We all have ideas about how a supervisor should act and lead. Think about your expectations and make a mental or physical list of the ones that you feel are being met and those you do not feel are being met. Regarding the leadership expectations that are not being met, do they affect your ability to do your job and do it well? Do they affect your overall performance and productivity outcomes?
According to the business profiler Zippia.com, my friend is among 80% of our nation’s workers that report health and emotional issues resulting from workplace stress. In addition, The American Institute of Stress reports that workplace stress has increased in the last few decades, becoming the major source of stress for most American adults. Studies by the American Psychological Association show workplace stress is linked to heart attacks, high blood pressure, and burnout specifically for individuals who consistently work in prolonged stress environments https://www.apa.org/monitor/2022/01/special-burnout-stress.
If you are concerned about workplace stress, take the free workplace stress scale offered by ASI: https://www.stress.org/wp-content/uploads/2022/09/The-Workplace-Stress-Scale.pdf. If your score indicates you are at-risk for health problems, I encourage you to commit to take action immediately to safeguard your physical and mental health.
Reach out to Halos Counseling if you need help evaluating your current work situation, we have therapist in Charlotte, therapist in Shelby, and therapist able to see individuals virtually across North Carolina. Schedule a free consult with us to determine if we're a good fit for you.
