EMPLOYEES WITH ANXIETY – HOW MANAGERS AND COWORKERS CAN SUPPORT THEM
Anxiety in itself is a normal emotion at the workplace, especially during busy periods or when working on urgent tasks. However, having an anxiety disorder goes beyond just feeling nervous from time to time.
Anxiety disorders can affect one’s day-to-day routine, putting them in a constant state of worry and fear. Combine that with common stressors in the office, and you’ll find that many workplaces aren’t that equipped to handle neuro divergent employees.
Companies, Managers, Teams can start by having a better understanding of how anxiety affects people at work, which can foster a more open and understanding culture.
There are several types of anxiety disorders, with more common conditions including generalised anxiety disorder (GAD), panic disorder and social anxiety disorder. Each comes with its own set of misconceptions
Some Misconceptions about anxiety in workplaces
#1 It’s only in her head, she needs to think positive, good thoughts.
When someone is in the middle of a panic attack, the last thing they need is someone telling them to think good thoughts. It’s like completely disregarding the real struggles faced by them.
#2 Once this project is over, she’ll be fine.
Anxiety isn’t always triggered by something tangible. Things like urgent deadlines can increase one’s stress levels but that doesn’t mean it goes away once they complete their tasks. And it also does not mean that people with anxiety are not equipped to handle stress.
They usually need long-term treatment – therapy, in order to learn how to cope with their stress.
#3 Social anxiety is the same as being shy and it needs only some practice.
Just because one has anxiety doesn’t mean they don’t like interacting with others. People with anxiety disorders can fall on a wide functioning spectrum and they may have a lower threshold when compared to others.
Working with team members with anxiety
1. There’s no need to force sympathy. Having a strong support system at work is good, but it’s important to know when advice becomes unwarranted. Telling a team member with anxiety that having anxiety is normal or you ‘get it’ only invalidates their feelings irrespective of however well-meaning you are.
2.Give them a heads-up. People with anxiety tend to overthink, it can help them to know what’s ahead of them for the day, the last thing they need is an impromptu meeting or call, which can throw them for a loop. You as a teammate can make it smoother- perhaps a quick agenda beforehand that can alleviate a lot of anxiety that stems from not knowing what’s going to happen.
3.Practice patience & kindness. Having casual chats and not pressuring people to open up helps too. Some people culturally tend not to talk about their feelings so openly, especially in more traditional workplaces but having teammates that are inclusive and understanding can help them warm up a lot faster.
Managing your subordinates with anxiety
1. Set realistic objectives and goals. It’s easy to get lost when no clear objectives are set. Knowing exactly what one needs to do lets them plan their goals better. Expectations also need to be realistic. Anxiety manifests in the unknown, so having goals that are within an employee’s reach enables them to understand that they’re capable of what is expected of them.
2. Tailor your feedback sessions. Work appraisals aren’t fun for anyone but these situations can be exacerbated for those with anxiety. As per Riya, “Managers tend to start with the good news – the sandwich method doesn’t work for me because I know what it’s trying to do. I like to hear my areas for improvement first – it squashes the looming sense of dread.” She also explains that this way, it doesn’t feel as though her strengths and positive traits are being conveyed to only temper any negative feedback.
Of course, what works for Riya may not work for someone else. Have open conversations with your subordinates to understand how they approach feedback. There’s no one-size-fits-all solution, even for those who don’t suffer from anxiety.
3.Avoid tight deadlines. There’s nothing worse than running out of time, tight deadlines mean little breathing room to catch a break if needed which can lead to extra stress. If a project really is urgent, don’t assign them with vague instructions, a clear breakdown of what is required can help to avoid panic situations.
There is no quick fix for anxiety disorders, but there are many things both managers and co-workers can do to help make the workplace more comfortable for people with anxiety. Fostering an environment that allows employees to feel safe to ask for help is imperative. Dealing with anxiety takes an emotional and physical toll, being with colleagues who support without judgement eases the journey for them. #workculture #anxietydisorder #wellbeingatwork
