{"id":89213,"date":"2024-07-05T13:29:35","date_gmt":"2024-07-05T13:29:35","guid":{"rendered":"https:\/\/www.stress.org\/?post_type=news&p=89213"},"modified":"2024-07-05T13:32:18","modified_gmt":"2024-07-05T13:32:18","slug":"80-of-employees-report-productivity-anxiety-and-lower-well-being-in-new-study","status":"publish","type":"news","link":"https:\/\/www.stress.org\/news\/80-of-employees-report-productivity-anxiety-and-lower-well-being-in-new-study\/","title":{"rendered":"80% Of Employees Report \u2018Productivity Anxiety\u2019 And Lower Well-Being In New Study"},"content":{"rendered":"

In March of this year, I reported on a study that shows anxiety skyrocketing to the number one issue among American workers. The latest data analysis from\u00a0ComPsych analysis<\/a>\u2014based on a representative sample of more than 300,000 U.S. cases\u2014found that anxiety is now the number one presenting issue among American workers, topping depression, stress, partner\/relationship issues, family issues and addiction and grief among other topics people sought help for.<\/p>\n

I recently cited the 2024 results of the\u00a0American Psychiatric Association\u2019s (APA) annual mental health poll\u00a0<\/a>show that U.S. adults are feeling increasingly anxious. In 2024, almost half (43%) of the American population say they feel more anxious than they did the previous year, up from 37% in 2023 and 32% in 2022. On a global scale, the APA study finds that Americans are anxious about current events (70%), the economy (77%), the upcoming United States presidential election (73%) and gun violence (69%). Other anxiety provoking issues weighing on the American workforce are global conflict, racism and political conflicts, mass shootings, climate-related disasters and a turbulent economy. I described an easy and useful tool to mitigate anxiety in\u00a0a recent piece for Forbes.com.<\/a><\/p>\n

Some Employees Battle \u2018Productivity Anxiety\u2019 Daily<\/h2>\n

Now there\u2019s more data showing that \u201cproductivity anxiety\u201d\u2014the feeling that there is always more you should be doing\u2014is pervasive in the workplace in this country. A\u00a0Workhuman<\/a>\u00a0survey of 1,000 full time employees found that 61% of U.S. workers say they\u2019re productive at work, but it comes at a cost. A total of 80% report they have \u201cproductivity anxiety\u201d and over one-third have it multiple times a week.<\/p>\n

\u201cProductivity anxiety\u201d is higher among Gen Z with 30% battling it daily and 58% having it numerous times a week. Meeting deadlines is the leading indicator of having \u201ca good day\u201d (68%), and making mistakes tops the list as a sign of a \u201cbad day\u201d at work (49%).<\/p>\n

I spoke by email with Dr. Meisha-Ann Martin, senior director of people analytics and research at Workhuman. Martin told me that \u201cproductivity anxiety\u201d is a global phenomenon and that Americans especially are obsessed with productivity and the hustle culture. She acknowledges that our fixation on productivity prioritizes output over well-being, leading to burnout, stress and a diminished quality of life. Martin believes the challenge is finding a balance that promotes efficiency and success without compromising mental and physical health.<\/p>\n

\u201cDriven by the tech boom of the 1990s, hustle culture has glamorized overworking, promoting the idea that constant productivity is a badge of honor that sits at the cornerstone of success and innovation,\u201d she says. \u201cThis narrative teaches employees that to achieve their professional goals, they must constantly strive to perform better, often at the expense of personal well-being and mental health.\u201d<\/p>\n

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Widespread layoffs have also had a major impact on productivity anxiety and well-being, according to Martin. \u201cOver one-third of respondents say they are either personally impacted by layoffs or work in an organization that has conducted layoffs in the past year,\u201d she points out. \u201cIn addition to causing anxiety about job security and reducing trust between employees and employers, layoffs can also heighten concerns regarding workload. Layoffs often transfer additional responsibilities to remaining employees, increasing their stress and pressure to take on more work to safeguard against potential future layoffs.\u201d<\/p>\n

\"\"The Costs Of America\u2019s Productivity Obsession<\/h2>\n

The American Institute of Stress reports<\/a>\u00a0that job stress costs U.S. employers more than $300 billion annually due to absenteeism, turnover, decreased productivity and direct medical, legal and insurance costs. Ironically, the\u00a0WHO\u00a0<\/a>estimates depression and anxiety cost the global economy $1 trillion annually in lost productivity.<\/p>\n

In terms of the psychological costs, Martin recognizes that the relationship between employee well-being and productivity is complex and multifaceted, adding that \u201cproductivity anxiety\u201d can lead to feeling dissatisfied with progress or overwhelmed by a never-ending to-do list and a fear of failing. \u201cWhen a person’s drive to achieve is motivated by self-doubt or fear, it can lead to consistent psychological and physical stress,\u201d she notes. This strain not only impacts the individual but can also permeate team dynamics and ultimately shape the culture of an entire organization.\u201d<\/p>\n

What Employers Must Do To Mitigate The Problem<\/h2>\n

1- Set clear expectations and goals. Martin stresses the importance for people leaders to set clear expectations of what \u201cproductivity\u201d means within their team and larger organization. \u201cCollaborate with employees to establish realistic goals that align with broader business objectives,\u201d she suggests. \u201cAdditionally, prioritize tasks by identifying what is most impactful or pressing and ensuring that team members have a clear understanding of these priorities. This approach not only reduces uncertainty but also enhances focus and productivity among the team.\u201d<\/p>\n

2- Give frequent recognition and feedback. Martin cites recognition and feedback as crucial roles in mitigating productivity anxiety. \u201cRespondents globally indicate that being recognized or awarded for their work, receiving more frequent feedback, and having a clear understanding of their impact on business goals are the most effective ways to reduce productivity anxiety,\u201d she explains. \u201cOur studies consistently show that employees who receive regular recognition, experience lower levels of burnout and higher rates of well-being. While recognition doesn\u2019t change the workload, it reassures individuals about their performance and reduces some of the subjective aspects of productivity anxiety. This fosters a positive work environment where employees feel valued, motivated and confident in their contributions.\u201d<\/p>\n

3- Check-in regularly. Martin recommends moving beyond traditional annual or quarterly reviews by implementing a continuous performance management process. \u201cThis modern, human-centered approach emphasizes promoting, evaluating and enhancing employee performance through regular, targeted check-ins that focus on both the person and their work,\u201d she insists, suggesting that leaders, \u201cCreate actionable milestones that track and celebrate progress rather than just project completion. Managers should also be taught how to create a sense of psychological safety where employees can share how they’re really feeling. Creating a workplace where employees feel secure and valued leads to healthier, more sustainable productivity that benefits everyone\u2014not just the bottom line. It\u2019s about creating workplaces that prioritize human needs, aligning them with organizational goals to foster a culture of performance that is both humane and effective.\u201d<\/p>\n

4- Promote rest and well-being.\u00a0<\/strong>Martin advises educating employees on the well-being benefits and tools available to them. \u201cEncourage the use of paid time off, actively listen to the challenges employees face in managing their workloads and be on the lookout for signs of burnout,\u201d she concludes. Promoting a balance between work and rest is key to maintaining a healthy, productive workforce.\u201d<\/p>\n<\/div>\n

For more information about stress-related issues, please visit STRESS.ORG<\/a><\/strong><\/div>\n
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Photo by energepic.com<\/a><\/p>\n

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By Bryan Robinson, Ph.D.\u00a0<\/a> for\u00a0 FORBES<\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

In March of this year, I reported on a study that shows anxiety skyrocketing to the number one issue among American workers. 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