Why productivity anxiety is on the rise and workplace happiness is on the decline, and what can be done … [+]
In March of this year, I reported on a survey showing anxiety had soared to become the No. 1 issue among American workers. ComPsych AnalysisThe survey, based on more than 300,000 representative cases in the United States, found that anxiety is now the most prevalent issue among American workers, surpassing depression, stress, partner/relationship problems, family issues, addiction and grief among other topics for which people seek help.
I recently quoted the 2024 results American Psychiatric Association (APA) Annual Mental Health Poll US adults are showing signs of feeling increasingly anxious. In 2024, nearly half (43%) of the US population say they feel more anxious than they did the previous year, up from 37% in 2023 and 32% in 2022. Globally, Americans are more anxious about current events (70%), the economy (77%), the upcoming US presidential election (73%) and gun violence (69%), according to the APA survey. Other anxiety-inducing issues weighing heavily on US workers include world conflict, racism and political conflict, mass shootings, climate-related disasters and an unstable economy. I have described some easy and useful tools to reduce anxiety. A recent article from Forbes.com.
Some employees struggle with “productivity anxiety” every day
There’s a growing body of data showing that “productivity anxiety” — the feeling that there’s more that needs to be done — is widespread in the country’s workplaces. Work Human A survey of 1,000 full-time employees found that 61% of U.S. workers say they’re productive at work, but it comes at a cost: 80% of them experience “productivity anxiety,” and more than a third experience it multiple times a week.
“Productivity anxiety” is high among Gen Z, with 30% experiencing it daily and 58% experiencing it multiple times a week. Meeting deadlines is the main indicator of having a “good day” (68%), while making a mistake is most often cited as a sign of having a “bad day” at work (49%).
I spoke over email with Dr. Maisha Ann Martin, senior director of people analytics and research at Workhuman. Dr. Martin told me that “productivity anxiety” is a global phenomenon, with Americans, in particular, obsessed with productivity and hustle culture. She acknowledges that our obsession with productivity leads us to prioritize results over well-being, leading to burnout, stress, and a reduced quality of life. Dr. Martin believes the challenge is to find a balance that promotes efficiency and success without compromising our mental and physical health.
“Driven by the technology boom of the 1990s, hustle culture glorified overwork and promoted the idea that continuous productivity was a badge of honor that was the cornerstone of success and innovation,” she says. “This narrative teaches employees that to achieve their professional goals, they must constantly strive to perform better, often at the expense of their personal happiness and mental health.”
According to Martin, widespread layoffs also have a significant impact on productivity concerns and well-being. “More than a third of respondents said they were personally affected by a layoff or worked for an organization that had implemented layoffs in the past year,” he noted. “As well as raising fears about job security and reducing trust between employees and employers, layoffs can also increase concerns about workload. Layoffs often place additional responsibilities on remaining employees, increasing stress and pressure on employees to take on more work in preparation for future layoffs.”
The cost of America’s obsession with productivity
Report from the American Institute of Stress Workplace stress costs American employers more than $300 billion a year in lost work time, turnover, lost productivity, and direct medical, legal, and insurance costs. Ironically, Who It is estimated that depression and anxiety cost the global economy $1 trillion per year in lost productivity.
In terms of psychological costs, Martin acknowledges that the relationship between employee well-being and productivity is complex and multifaceted, adding that “productivity anxiety” can lead to feeling frustrated with progress, overwhelmed by never-ending to-do lists, and fear of failure. “When your drive to achieve is driven by self-doubt or fear, it can lead to ongoing psychological and physical stress,” she notes. This stress not only affects individuals, but can also seep into team dynamics and ultimately shape the culture of the entire organization.”
What employers must do to mitigate the problem
1- Set clear expectations and goals. Martin stresses the importance of HR leaders setting clear expectations about what “productivity” means within their teams and across the organization. “Work with your employees to set realistic goals that align with broader business objectives,” she suggests. “Additionally, prioritize tasks by identifying what’s most impactful or urgent, and help team members clearly understand these priorities. This approach not only reduces uncertainty, but also increases focus and productivity within your team.”
2- Give frequent recognition and feedback. Martin says recognition and feedback play a key role in reducing productivity anxiety. “Respondents around the world said that being recognized or recognised for their work, receiving more frequent feedback, and having a clear understanding of their impact on business goals were the most effective ways to reduce productivity anxiety,” she explains. “Our research consistently shows that employees who receive regular recognition have lower levels of burnout and higher levels of happiness. While recognition doesn’t change the amount of work someone does, it does provide reassurance about their personal performance and reduce some of the subjective aspects of productivity anxiety. This fosters a positive work environment where employees feel valued, motivated, and confident in their contributions.”
3- Check in regularly. Martin recommends going beyond traditional annual or quarterly reviews and implementing a continuous performance management process. “This modern, human-centered approach focuses on promoting, evaluating and enhancing employee performance through regular, targeted check-ins that focus on both the individual and their work,” she asserts, suggesting leaders: “Create actionable milestones that track and celebrate progress, not just project completion. Managers should also teach employees how to create a sense of psychological safety where they can share how they truly feel. Creating a workplace where employees feel safe and valued leads to healthier, more sustainable productivity that benefits everyone, not just the bottom line. It’s about prioritizing human needs and aligning them with organizational goals to create a workplace that fosters a humane and effective performance culture.”
4- Promotes rest and health. Martin recommends educating employees about the benefits and tools available to them. “Encourage the use of paid time off, actively listen to the challenges employees face in managing their workload, and be on the lookout for signs of burnout,” she concludes. Promoting a balance between work and rest is key to maintaining a healthy and productive workforce.
