Workplace-related suicides have increased in recent years, and organizations and businesses need to ensure they are doing right by their staff by sustaining healthy work conditions and providing appropriate resources for colleagues facing difficult times. The RANE network just published an advisory for its clients about mental health in the workplace and interviewed me (Carmen) for the piece. Rebels at Work, of course, encounter stress in the workplace; the chapter in the book Rebels at Work on rebel self-care is among the most popular. Here are some excerpts from the article and at the end a link that will download the PDF file of the complete text.
My comments emphasized that the default way organizations function creates tensions in the workplace. One example is the stigma against rocking the boat. Even when organizations do not specifically state it, employees often perceive that “companies do not like it if they challenge the organization in any way, including by offering a new idea or by stating that they have too much work.” A related dynamic is the value that so many organizations place on “smoothness.” Managers that let employees know they value stability and smoothness are also making it harder for individuals to tell you they perceive a problem or need some time off to deal with personal issues.
Organizations also promote stress by creating a work plan and objectives that require 100% of workforce time to achieve. There is no flex in the schedule to deal with personal emergencies, unexpected work load, or hiccups in the supply chain. Businesses that consistently run at the red line are guaranteed to burn up their employees.
I suggested that companies instead design their annual goals in such a way that the organization retains some excess capacity that can be used to deal with contingencies or to allow staff to pursue new projects. Companies interested in creating a psychologically-safe work environment should conduct cultural audits to reveal all the subtle ways they impose unnecessary stress on employees—from how they talk about performance appraisals to the way they run meetings and the expectation to answer emails during non-work hours. The introduction of artificial intelligence to knowledge work will be a new stress point for staff, some of whom may find that what they are good at is now done better by a machine.