Addressing employee anxiety about going to work

Feeling anxious about going to work is an awful feeling. For everyone. And while most of us have felt the Sunday dread at some point or another, persistent anxiety can be extremely debilitating and can lead to mental health and even physical health problems. 

 

It's not just an issue for the individual - although arguably it affects them the most - work anxiety can also affect the rest of the person's team, their employer and the company's business performance. 

 

It's a rising issue. Recent statistics highlight the scale of the problem, with 67% of UK employees experiencing moderate to high levels of stress. And 28% of employees have seen their productivity negatively impacted within the last two years due to stress and anxiety. 

 

As HR professionals and employers, you already know it is vital to recognise anxiety symptoms and identify the source of stress in order to be able to deal with workplace anxiety proactively and create a thriving, supportive workplace. 

 

There are many ways in which work-related anxiety manifests, such as feelings of unease, worry, social situation or apprehension related to work. 

 

Feelings of anxiety can often interfere with an employee's job performance and reduce their ability to cope with tight deadlines also adding to a fear of failure. 

 

Put simply - spotting signs of stress requires more than just about looking at the individual and their behaviours, the effects can also be seen in their work outcomes and that of their colleagues too. 

 

HR professionals and managers should be vigilant for a wide range of performance-related signs such as declining work quality, inability to deal with difficult issues, missed deadlines, and a sense of dread if asked to take on new responsibilities. 

 

Behavioural changes, including increased absenteeism, withdrawal from team activities, and visible signs of feelings of stress during meetings are also indicators of underlying anxiety. 

Physical symptoms and emotional indicators such as panic attacks, frequent complaints of fatigue, restlessness, emotional outbursts, and difficulty concentrating are common issues in workplace situations and should not be overlooked. 

 

Alarmingly, 8% of employees report experiencing self-harm or suicidal thoughts, underscoring the urgency of addressing mental health concerns in the workplace. 

The business impact of work-related stress is substantial, leading to decreased productivity, increased absenteeism, higher turnover and reduced team morale. It can also create a poor work culture, especially if colleagues think that the employer is not helping address the issue. 

 

Workplace stress and work-induced anxiety can lead to other mental health related issues, especially if there is an unsupportive or toxic workplace culture. 

Creating a supportive work environment, in which psychological safety is high, is a good step in both addressing and helping prevent anxiety about going to work. 

 

We always say the best starting point is to create an environment of open communication, where your people know they can voice views and share concerns and know they will be listened to with respect and empathy. 

 

As well as listening and being responsive, take a good look inwards - is the work you are asking of your employees achievable for them? Do you give them the necessary time, support and training to be able to do the job well? 

 

Be honest, is some of this a 'you' problem? If so, Verve can help with that too (see our Verve Proactive Services) 

 

Developing managerial skills to support anxious employees during times of stress is important. Providing training on mental health awareness, encouraging supportive leadership styles, and teaching effective delegation methods to introduce realistic deadlines to avoid the feelings of an unmanageable workload can equip managers with the tools they need to support their team members effectively. 

 

Take a leaf out of the book of Goldman Sachs, which has implemented a mandatory virtual mental health training for all vice-president level or higher employees and managers, 

 

Implementing organisational policies and practices that support employee mental health to reduce the incidences of employees feeling overwhelmed is another crucial aspect of addressing workplace anxiety. 

 

Developing robust anti-bullying and harassment policies and conducting regular mental health check-ins can create a safer, more supportive work environment. 

 

Let's bring in anoher real-world example: Salesforce exemplifies its approach with its 5-pronged strategy covering personalised care, stress management, coaching and therapy, and time off. 

 

As HR professionals and employers, it's vital to be aware of legal and ethical considerations surrounding employee mental health. This includes understanding responsibilities under disability discrimination laws, ensuring confidentiality in handling mental health information, and being prepared to make reasonable adjustments for employees with work-related stress and anxiety disorders. 

 

The Health and Safety Executive (HSE) has identified "reducing work-related ill health, with a specific focus on mental health and stress" as one of its key objectives, signalling increased scrutiny in this area. 

Some interventions you could offer may include mental health resources and access to a mental healthcare professional. We have a resource library here on the Verve Healthcare website, and of course we provide pay-as-you-go mental health appointments as part of our Verve On Demand service. 

 

Talk openly about work-life balance to identify workplace stressors to reduce the negative effects of anxiety. Encourage regular check-ins to tackle specific factors of work-related anxiety may also head off a mental health condition and improve job satisfaction of your workforce. 

 

A healthy diet within both work and personal life, and regular exercise such as yoga and walking can help improve physical health, which in turn can improve outlook. We all know that emotional and physical aspects of our whole self are interlinked, and when one is compromised the other soon follows. 

 

There is science and physiology behind this - you can try this now. Take in a deep breath and at the end take in another quick small 'top-up' breath. Then exhale slowly. This is called a 'physiological sigh' and it can reduce stress levels quickly. 

 

See this video that shows how these deep breathing exercise can reduce anxious feelings: 

Focussing on a true life balance between mental and physical health can lead to and overall improved quality of life. 

 

Mental health support in the workplace does work. For example, companies like Nike have set an example by offering comprehensive mental health benefits, including 20 free therapy sessions and coaching for employees and their families. 

 

Keep an eye on how any existing or new initiatives are meeting your people's needs. Speaking with employees about workplace stress and anxiety levels can give a shared sense of inclusion. 

 

Monitor key metrics such as absenteeism rates and turnover, and conduct exit interviews to identify any anxiety-related reasons for departures. This could help identify a possible trend in of type of anxiety leading to high employee turnover and loss of productivity. 

 

61% of UK employees who left a job in the last year or plan to leave in the next 12 months cite poor mental health as a factor. 

 

Some organisations also use 'stay interviews' so that they can learn about the good aspects people enjoy, as much as the lesser aspects that make them leave. 

 

Use data to continuously refine and improve your mental health support strategies. The potential return on investment is significant, with studies showing that initiatives aimed at improving workplace mental health can yield a return of up to 800% due to higher productivity, fewer sick days, and lower staff turnover. 

 

Addressing employee anxiety about going to work is not just a moral imperative but a business necessity. A supportive work environment, with managers equipped with the right skills, and supportive policies, can significantly reduce workplace anxiety and the physical effects which may accompany it. 

 

The importance of prioritising mental health in the workplace cannot be overstated. 

 

Remember, creating a mentally healthy workplace is an ongoing process that requires commitment, empathy, and adaptability. 

As we continue to evolve our understanding of the modern workplace dynamics, nurturing a culture that values and supports mental health will be key to long-term success and employee satisfaction.