Team Anxiety: A Subject to Pay Attention to or Ignore?

Let’s face reality; not all leaders are mindful of anxiety issues. Often, people undergoing mental health problems are skeptical of sharing it. As a result, it affects their productivity or quality of work. They fear social status, career growth, and peer rejection. In this article at Forbes, Liz Kislik shares the real challenge of anxiety.

Ideal Responses

According to the ‘Anxiety at Work: 8 Strategies to Help Teams Build Resilience, Handle Uncertainty, and Get Stuff Done’ book, about 18 percent of professionals suffered from anxiety disorder even before the pandemic. The statistics suggest that only 1 out of 10 people are open to sharing it with senior management. In comparison with physical health, mental health causes more damage to employees’ productivity. Large corporations must strategize a genuine approach to respond to anxiety by hiring trained professionals to deal with it. The following recommendations can help you find a way to deal with stress in the workplace:


Try persuading your staff to open up and share their struggles with you. Win employees’ trust by empathizing with them. Most people assume anxiety as a symbol of weakness. So, they fear losing their hard-earned reputation in front of the senior management.


Compassion is vital for those working with millennials. It helps to foster a solid work relationship with employees. Employee retention is impossible without empathy and support.


Gen Z employees are open to collaborate at the workplace. Their only wish is to stay productive without affecting mental health. So, give them a genuine reason to stay loyal to your company by offering them a peaceful work environment. Avoid micromanagement if you aim to retain them for long.


Not only employees but leaders and top executives can also be victims of anxiety issues. Instead of hiding your vulnerabilities, share them with your staff to encourage them to open up. Make it easy to express themselves and win their trust. Click on the following link to read the original article:

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