Tag Archive for: Coping Skills at Work

How a Toxic Work Environment Affects Your Mental Health

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Not only is incivility in the workplace on the rise, but according to a recent study, it is compromising one of our most critical assets—our mental health.

The authors of the study, published in the Journal of Occupational Health Psychology, looked at the correlation between toxicity in the workplace and symptoms of insomnia, a common symptom of clinical depression. They wanted to know how, or via which mechanism, incivility in the workplace negatively affected employees’ sleep quality, as there has been limited research into this factor.

What Is Workplace Incivility?

Workplace civility, as described by McKinsey and Company, is “the accumulation of thoughtless actions that leave employees feeling disrespected—intentionally ignored, undermined by colleagues, or publicly belittled by an insensitive manager.” It has also been defined as “low-intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect.”

Why Quality of Sleep Matters

Sleep is a critical factor in our overall well-being, including our work performance. It has long been established that poor quality of sleep has significant implications for both our physical and psychological well-being.

For example, insufficient sleep increases a person’s risk of developing serious medical conditions, including obesity, diabetes, and cardiovascular disease. Additionally, lack of sleep over time has been associated with a shortened lifespan.

Effects of Negative Rumination

In examining the indirect effects of workplace incivility on symptoms of insomnia and thus overall health, the determining mechanism was found to be negative rumination, or the mentally replaying of an event or disturbing interaction with a co-worker long after the workday has ended.

“Workplace toxicity leads to adverse effects in part by stimulating people to ruminate on their negative work experiences.” according to the authors. “Negative rumination represents an active cognitive preoccupation with work events, either in an attempt to solve work problems or anticipate future work problems.”

Given that most of us spend the better part of our days and our energy at work, increasing hostility in the workplace doesn’t bode well for our emotional or physical well-being. Research over the past 20 years has associated toxic work environments with increased depression, substance use, and health issues among employees. Further research has shown that organizations are suffering as well. Some of these adverse effects include decreased productivity, lower levels of employee commitment and increased turnover.

Coping Techniques to Reduce Effects of Workplace Incivility

The good news is that sufficient recovery or coping techniques may be able to mitigate the negative effects of a toxic work environment on employee well-being. In particular, relaxation and psychological detachment. The ability to psychologically detach from work during non-work hours and relaxation were shown to be the two mitigating factors that determined how workers were affected or not by a negative work environment.

Employees who were better able to detach psychologically are able to relax after work and sleep better even in the face of workplace incivility. Below are descriptions of these recovery experiences and how they were shown to reduce the negative effects and enable employees to thrive in the most toxic of work environments.

Psychological Detachment

Psychological detachment represents an avoidance of work-related thoughts, actions or emotions. Some of the items used in the study to measure employees’ levels of psychological detachment in the evenings including the following: “I didn’t think about work at all” and “I distanced myself from my work.” Those who were able to detach themselves mentally from this cycle do not suffer as much sleep disruption as those who are less capable of detachment.

Detachment can be fostered through a variety of specific activities, including exercise. Planning future events such as vacations or weekend outings with family or friends are examples of positive distractions outside of work.

Relaxation

It should come as no surprise that prioritizing work-life balance was shown to be another effective buffer against the detrimental effects of workplace incivility. Relaxation has long been associated with fewer health complaints and less exhaustion and need for recovery.

As hypothesized by the authors of the study, relaxation during non-work time served as an important moderator of the relationship between negative work rumination and insomnia symptoms. Additionally, it has been identified as a moderator between work characteristics and occupational well-being, between time demands and exhaustion, and between job insecurity and need for recovery from work. Relaxation provides an opportunity for individuals to halt work-related demands, which is critical for restoring individuals to their pre-stressor state.

Some activities outside of the office that can foster recovery include volunteering, meditation, taking a walk, listening to music, and spending time with friends and other positive social supports.

How Organizations Can Address Workplace Incivility 

Based on the results of the study, the authors suggest the following interventions that companies can address to reduce workplace incivility.

  • Raise awareness
  • Ensure protection for employees
  • Ensure accountability
  • Train and model appropriate behavior
  • Train supervisors on aggression-prevention behaviors
  •  Improve emotional resilience skills
  • Offer training on recovery from work, mindfulness practices, emotional/social intelligence skills

A Word From Verywell

You may not be able to control certain events during work hours or the characteristics of your workplace environment. However, what you do have control over is how you choose to cope. Most importantly, finding time to relax, spending time with friends and family, and engaging in activities that will shift your focus away from work during non-work hours.

If you find that you are still experiencing distressful symptoms and that they are interfering with your functioning, it may be a good idea to speak to a therapist who can help you learn additional strategies for coping.

If despite having done all you can still nothing has changed, it might be time to consider the possibility of removing yourself from the toxic environment and looking for a new, more fulfilling and less distressful job. Your health may depend on it.

SOURCE

Must I Tell My Boss I’m Absent Because of Mental Illness?

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I am in treatment (weekly therapy and a drug regimen) for clinical depression and a panic disorder. They are, for the most part, very well managed. However, even the most well managed mental illness has flare-ups, during which I find it difficult to get out of bed, am plagued with suicidal thoughts or am so panicked that I need to take medication to calm my heart rate. When these symptoms are occurring, the idea of being able to work is laughable.

These symptoms are not readily understood by my high-powered industry colleagues and bosses. There is a general feeling that “we all get anxious and sad; we buck up and push through.” Personal days and sick days are discouraged, and there are few light days. Moreover, although my co-workers are vaguely aware that I have a condition that requires weekly therapy, the existence of flare-ups like this carries, I feel, a heavy stigma that I am not “up to” our fast-paced job. This is not the case; I am an extremely productive and dedicated worker, and I love my job. These flare-ups happen less than once a month, and I am fastidious about ensuring that my work is covered appropriately when I am out.

My work is in law, with regular can’t-miss meetings with clients, such that a “taking a sick day” message to a boss will generally be met with: “Can you come in for this meeting/court date or call in to this or that?”; “Have you tried DayQuil?” etc. On days when I am so preoccupied with my depression symptoms that I cannot go in, I cannot meaningfully participate in “just one thing”; indeed, trying to do so often makes it more difficult for me to recover. I have found that the easiest way to avoid these requests is to lie and explain that I am ill with a particularly nasty symptom, such as a high fever, strep throat or food poisoning. This normally halts questioning, as those conditions are deemed “serious enough” to warrant a day off. Given the stigma associated with mental health issues, is it ethical for me to lie about the specifics of my symptoms to my boss, or is this similar to calling in a “sick day” when in fact you’re taking a personal day, an act I would consider unethical? 

Let’s assume that, over all, your firm has reason to agree that you are, as you say, “an extremely productive and dedicated worker.” Your inclination to be more open about your illness is a good one: When more people like you choose to be open about their struggles, understanding will increase, and the stigma you mention will be reduced. And that’s likely to help people in your situation work productively.

The decision you make will depend on how supportive you think your boss will be, what the culture of your workplace is and how much your contributions are valued. You’ll also want to explain the reality of the disorder — that it’s not a matter of “bucking up and pushing through.” Your employers can accommodate your needs only if you inform them properly of your disability. This would both make your life easier and allow them to plan better; one of the many bad consequences of prejudice is that these win-win outcomes aren’t achieved.

But suppose you decide that your firm would penalize you for being honest and that you can get away with inventing physical illnesses to cover your needs. Would the fact that your employers would respond badly to your being honest justify your continued lying? It would: In general, it’s permissible to mislead people who will do you serious and unwarranted wrong if you tell the truth.

Because you work in the law, you’ll know that the Americans With Disabilities Act requires employers (with 15 or more workers) to make “reasonable accommodations” for conditions that are legally considered disabilities. So if candor proved damaging to your conditions of employment, you might have a remedy. Whether an illness, like depression, is disabling depends, according to the law, on whether it “substantially limits one or more major life activities.” Of course, the law says, as you’d expect, that work is a major life activity. And it was amended in 2008 to define disabilities in a way that explicitly includes conditions like yours that are only episodically disabling, so your clinical depression should meet the test. But in the end, it would be for lawyers to advise you on that question.

A final paradox: If you do go on lying to your employers, they will be justified in penalizing you if they find out. They’re unlikely to be impressed by the argument that you were convinced that they would have behaved badly if you had told them. So I would urge you to consider the harder path of telling the truth. After all, if you’re a terrific worker, they ought to know you’re worth a good deal to them.

Kwame Anthony Appiah teaches philosophy at N.Y.U. He is the author of “Cosmopolitanism” and “The Honor Code: How Moral Revolutions Happen.