Workplace Zen: 9 Strategies to Tackle Anxiety and Boost Mental Health 

The workplace is comprised of different individuals, many of whom may be dealing with anxiety. Just because someone shows up every day and puts on a smile doesn’t mean they aren’t facing difficulties.

As an employer or manager, it’s your responsibility to create a positive and safe work environment for employees. Since we spend a significant part of our day doing our jobs, the work environment itself shouldn’t make us anxious.

Is Anxiety the Same as Stress?

These are interrelated terms that many people may confuse for the same thing. Anxiety is a feeling of nervousness, worry, or unease about a future event or situation, while stress is the body’s response to a challenge or demand. Both are triggered by factors like work, relationships, and finances. Stress can be positive (eustress), which is motivating and enhances performance, or negative (distress), which leads to anxiety and decreased productivity.

The Cost of Not Addressing Anxiety in the Workplace

When workplace anxiety is not addressed, it can cause many problems for both employees and the company. Employees may find it hard to concentrate and perform well, leading to lower productivity. They might also experience physical symptoms like headaches and fatigue, which can cause them to miss work or leave the company in search of a less stressful job.

Over time, the company may face higher healthcare costs, lower employee engagement, and a damaged reputation, affecting overall business performance. Research shows that depression and anxiety account for approximately 12 billion workdays lost each year, resulting in an estimated $1 trillion in productivity loss.¹ Simply put, neglecting employee mental health can be unfavorable for business.

How to Reduce Anxiety at Work: 9 Workplace Accommodations

Here are reasonable accommodations an organization can consider for employees struggling with anxiety:

1. Hire the Right People

Right off the bat, having the right people for the job can help decrease anxiety in the workplace. Imagine a project on which someone struggles due to a lack of experience in their field, and picture someone else who does their job effortlessly out of expertise. Who do you think will experience more anxiety? It’s fair to anticipate that the former will. However, this doesn’t mean people can’t grow in their jobs or that you should be overly rigid during the screening process.

People who find meaning and satisfaction in their daily tasks are less likely to experience burnout and anxiety.² Look for candidates who are enthusiastic about growing in their roles. They’ll show it during the interview—watch for those who light up when discussing their field and aren’t afraid to dive into specific details about their work and why they find it interesting and fulfilling.

2. Understand the Capability of Each Member of Your Team

Even the most enthusiastic people can become tired. Workloads and tight deadlines can significantly contribute to anxiety. Have one-on-one meetings with each team member to assess how they’re doing and whether their daily tasks are manageable.

To encourage employees to be honest during these meetings, create a supportive work culture. Some may fear being judged and not speak up. Use these meetings to show that you care. Simple questions like how they’re doing, what they did over the weekend, or what their interests are can make a big difference.

Before conducting one-on-ones, remember that some responses might be difficult to hear. You may find that some team members are struggling with their tasks. Offer support by breaking tasks into smaller, manageable steps to make workloads less overwhelming and reduce anxiety. Provide clear instructions and expectations for tasks and projects and avoid last-minute changes whenever possible.

If this doesn’t help, consider hiring more staff or looking at internal talent mobility. While it’s important to maximize profits and minimize costs, having more engaged and productive employees is better than having a few who are unmotivated and less productive.

3. Grant Employees Autonomy

Giving employees autonomy over their jobs means allowing them the freedom to decide how and when tasks are completed without strict or constant supervision.

This reduces the stress of micromanagement and allows employees to work in a way that best suits their personal needs and strengths. It also shows that you trust them, which can significantly boost their confidence and reduce the need to panic.

4. Provide Mental Health Resources

Providing access to mental health resources is crucial. This can include offering an Employee Assistance Program (EAP) that provides confidential counseling services, partnering with mental health professionals for on-site or virtual sessions, and sharing information about external resources such as hotlines and support groups. Additionally, consider training employees and managers to recognize the signs of anxiety and support colleagues who may be struggling.

5. Provide Feedback in a Constructive Manner

When giving feedback, don’t just focus on mistakes. Highlight the positive parts of the employee’s performance and give practical suggestions for improvement. This can help reduce the fear of failure and boost confidence.

6. Encourage Breaks and Relaxation

Breaks give employees a chance to step away from work and relax, helping to prevent burnout and reduce stress. Physical activity, even in short bursts, can improve mood and reduce anxiety.

Consider providing on-site fitness facilities, organizing group exercise sessions, or encouraging walking meetings. Flexible work hours, holidays, and paid time off are other forms of breaks that can help support employees’ mental wellness.

7. Design a Comfortable Physical Environment

The physical work environment can greatly affect an employee’s anxiety levels. Make sure the workspace is comfortable and helps employees focus. This might include providing quiet areas where employees can take a break from noise, ensuring good lighting, and keeping the workspace clean and organized. Ergonomic furniture can also help reduce physical discomfort that might increase anxiety.

8. Familiarize Yourself with the Law

Employment laws, like the Americans with Disabilities Act (ADA), require employers to provide reasonable accommodations for employees with mental health conditions. Make sure your policies follow these laws and regulations.

Always respect the privacy of employees who share their feelings of anxiety, other mental health conditions, or accommodation requests. Share this information only with those who need to know and ensure accommodation is provided discreetly.

9. Lead with Empathy and Understanding

Managers and leaders should approach employees with empathy and understanding, especially regarding mental health. Providing support and accommodations for employees with anxiety requires a compassionate approach. Regular check-ins and an open-door policy can help employees feel supported and valued.

Empathizing with Employees: The Positive Impact of Reasonable Accommodations

Like it or not, your employees are your number one brand ambassadors. How you treat them matters a lot because it directly impacts the message they spread about your business. As someone in the business landscape, you already know how much “word-of-mouth” can make or break a brand.

Since you’ll need to hire the best candidates, your reputation must be solid. The message your employees share with their friends, families, and acquaintances can either make more people want to work with you or make them avoid your business. Supporting your employees’ mental health by providing reasonable accommodations positively boosts your brand.

HIRE RIGHT WITH HUGHES RESOURCES

While you focus on creating a great and safe work environment, let us help with hiring. Having an expert handle recruitment can take a huge burden off your shoulders, especially since managing a business is already challenging.

At Hughes Resources, we have successfully filled over 6,000 positions in the industrial, clerical, and professional sectors. We understand the job market and know how to quickly find the perfect candidates for you. Come talk to us today, and let’s discuss your business needs.

References

1. “Mental Health at Work.” 28 Sept. 2022, www.who.int/news-room/fact-sheets/detail/mental-health-at-work.
2. “Motivation and Job Burnout: The Mediating Role of Organizational Citizenship Behavior”. International Journal of Management Science and Business Administration, Volume 5, Issue 4, May 2019, researchleap.com/motivation-job-burnout-mediating-role-organizational-citizenship-behavior.