Anxiety in the workplace

Psychological safety of the team impacts physical safety, productivity, and profitability

By Mariame Khoury

We’ve all been there. Competing deadlines, high-stakes reports, or finicky clients – there’s a reason work-related stress is among the top contributors for long-term absences. But what happens when too much stress becomes anxiety? 

Why does it matter?

Stress is a part of everyone’s lives, but there’s a discernible difference between stress and anxiety. While some signs of stress and anxiety might overlap, stress is usually manageable and for some it can even be a motivating challenge.

Anxiety, on the other hand, is a different experience. It can be compared to an overwhelming inescapable black cloud. The American Psychology Association depicts it as an emotional response to the anticipation of future concerns, which can instill a fear of danger, misfortune, or any other significant threat. These fears are translated through real-life symptoms such as muscle tension, fast breathing, or a fast heartbeat. 

Now, imagine being in a situation where anxiety is related to your workplace – a place you depend on for income and professional development, a place in which you spend a majority of your days and hours. In some cases, this work-related anxiety does not just stay at work, it follows you home and into your social life. It is ever-present and inescapable.

An employee experiencing anxiety at work is unable to give their all, period. They may become distant from their team and work community; they may have a higher rate of absenteeism and forget or miss deadlines, et cetera. These factors not only become an obstruction to production and quotas to be reached, but they also block the professional development of the employee. Thus, mental health plays a significant role in the performance of an employee, which also affects the employer. For this reason, management should be aware of potential anxiety in the workplace and how they can remedy it.

Is anxiety a workplace hazard? 

An effective workplace culture recognizes the potential presence and factors of workplace-related hazards and addresses them. Yes, you read that correctly: I referred to work-related anxiety as a hazard!

By definition, a hazard is anything that can cause potential harm to an individual, or damage to property. So, let’s put this into context: a machine operator suffering from anxiety at work will not apply full attention and focus while performing their task, and therefore is at risk of injuring themselves, other employees, or causing property damage. 

Anxiety can also be costly. Consider this: an administrative employee experiencing anxiety at work can lose the focus and attention needed for required tasks, leading to missed deadlines, mistakes, or oversight, which can be costly to the company’s bottom line.

These two examples demonstrate why having systems in place to mitigate anxiety at work can be a game changer for employees and employers, both in terms of production and occupational health and safety. By implementing such systems as an employer, not you only do you show care for the well-being of your employees, but you also ensure the tasks you need accomplished have their full attention and focus. Happy employees, happy company! Safe employees, successful company!

“Stress and anxiety at work have less to do with the work we do and more to do with weak management and leadership.” – Simon Sinek

Some risk factors for workplace-related anxiety are workload, unclear job role or expectations, workplace conditions (e.g., ergonomics), and lack of demonstrated leadership from management, amongst others. In my experience as a safety advisor, the latter is the most significant and controllable cause of work-related anxiety; it also relates to the overall culture of an organization.

Unbeknownst to some folks, there is a difference between managers and leaders. If you’re in the business of continuous improvement and best practices, I invite you to get familiar with what leadership is and how it can affect your organization.

So… what is the employer’s role?

Like with other hazards, preventative measures can help avoid workplace-related anxiety, so let’s explore some options for prevention. 

Here are three ways we recommend addressing workplace-related anxiety: 

Training: Providing your leaders and employees with awareness training on anxiety is a great starting point. Moreover, it sets the bar for best practices in training just a little higher. We don’t all know what anxiety is and may just chalk it up to regular stress we need to deal with. As we now know, it is not. Such training can help in identifying, measuring, and controlling workplace anxiety. Another type of training is in emotional intelligence. This type of training brings enlightenment on self-awareness, self-regulation, empathy, and social skills. It is important to note that the new generation of workers may expect empathy from their management, something that probably was taboo to mention 30 years ago.

Employee feedback: When employees are given a genuine opportunity for feedback, they usually speak up. It’s important to take feedback seriously and follow up in a timely manner – even if it’s simply to tell them you’ve heard their concerns and are looking into a possible solution with upper management. Asking for feedback (and getting it in the future!) will only work if their concerns are acknowledged and followed up on.

Existing (or introducing!) Safety Management Systems: The inclusion of a mental health component in your safety management system (SMS), through your employee wellness program, is beneficial for your employees. It offers counsel and advice on ways to cope with stress and anxiety. For more information on including a psychological health and safety component in your SMS, refer to the CSA Standard Z1003-13, Psychological Health and Safety In The Workplace.

Mental health issues are no longer something to keep out of the workplace. It’s imperative that employers recognize this as a potential work-related hazard, as solutions often exist within their power. 

So, if you take something away today, it’s this: lead by example and make sure the necessary resources are available to your leaders. If your employees are experiencing high levels of anxiety, ensure they have support – whether that’s being able to talk about it with your frontline leaders, feeling comfortable giving their feedback, or having existing management tools available. The benefits of doing so will speak for themselves.

Mariame Khoury is a Safety Advisor with Made Safe Manitoba. She is always excited to be a part of the continuous improvement journey that leads to the improved health and safety of manufacturers and workers.