Understanding and Addressing Workplace Anxiety

Research indicates that 60 percent of employees experience anxiety, according to *Caroline Evans. Stress, anxiety, and depression contribute to more than half of all work-related sickness absences.

Understanding and Addressing Workplace Anxiety

This not only affects employee wellbeing but also impacts workplace productivity and overall business performance, with one in five employees reporting decreased productivity due to anxiety.

Recognising Anxiety in Employees

Anxiety manifests differently for everyone. Employers should be vigilant for signs such as disengagement from work, increased irritability, restlessness, noticeable fatigue, or a decline in energy levels and performance.

However, some indicators may be subtler, and many employees might not openly share their feelings. It’s crucial for leaders to identify behavioural changes that suggest anxiety and encourage open communication to help employees manage it.

Creating a Psychologically Safe Environment

Supporting an anxious employee requires a judgment-free, psychologically safe space. This means there should be no fear of repercussions for mistakes or lapses in performance, and there should be understanding around issues like sickness or family emergencies.

Employees should feel confident in asking for help when needed. A safe environment allows leaders to recognise anxiety signs more easily and support employees effectively.

The Importance of Empathetic Communication

Empathy involves understanding others’ feelings by putting yourself in their shoes. It helps in considering other perspectives before presenting your own. Although not everyone is naturally empathetic, it is a skill that can be developed.

Empathetic communication reduces employee anxiety by showing genuine care and understanding for their individual needs and responses.

Developing Empathy as a Leader

• Practice Active and Deep Listening: Active listening involves open body language, maintaining eye contact, and showing warmth in facial expressions. Leaders should lean towards the speaker, maintain bright eyes, and use prompts to show interest. Deep listening involves tuning into non-verbal cues like body language and tone to understand underlying emotions.

• Ask Open Questions: Open questions encourage deeper conversations. Instead of asking, “Are you alright?” consider, “What’s going on for you today?” These questions show you care about the person’s thoughts and feelings, fostering empathy and understanding.

• Understand Values: Learning what employees value helps build empathy, especially in diverse teams. Different motivators require different engagement approaches. Understanding individual values helps leaders support and inspire their teams more effectively, reducing anxiety and enhancing motivation.

Combining psychological safety with empathy leads to open, honest, and effective communication. This creates a supportive environment where employees feel comfortable discussing their concerns, ultimately resulting in a happier, more motivated, and productive workforce.

*Caroline Evans is the Managing Director at London Speech Workshop.