How to thrive with anxiety at work

[WORLD] Anxiety is a common experience for many professionals, but when it starts to significantly impact work performance and wellbeing, it may be time to seek help. Women in particular are twice as likely as men to develop an anxiety disorder at some point in their lives, according to the U.S. Food and Drug Administration. Understanding the signs of problematic anxiety and learning strategies to manage symptoms can help employees thrive in the workplace.

Recognizing When Anxiety Becomes a Problem

While some level of stress and worry is normal, anxiety that persistently interferes with daily functioning may indicate a disorder. As clinical psychologist Michelle Drapkin explains:

"Everyone's stressed. But if that stress starts to pop over into dysfunctions that really impair your life… So, you're not enjoying life, you're avoiding things, you're not sleeping, you're having some physiological challenges like gastrointestinal challenges. Now, all of a sudden we're talking about a disorder."

Key signs that anxiety has become problematic include:

• Persistent worry that's difficult to control
• Avoidance of work tasks or situations
• Physical symptoms like nausea, dizziness, or chest pain
• Difficulty concentrating or mind going blank
• Sleep disturbances
• Irritability or restlessness

If these symptoms persist for two weeks or more and significantly impact work performance, it may be time to seek professional help.

How Anxiety Manifests at Work

Anxiety can show up in various ways in the workplace. Some common manifestations include:

Perfectionism and overpreparation: As one professional named Mary described: "I do a lot to actually prepare for meetings to write down what is that key point or that key thing I want to come across. If someone pushes back, think about that as well. Maybe write down a couple of key points that I would say."

Difficulty speaking up: Mary also noted, "In meetings, another way anxiety can show up is I might freeze and not say the thing I really wanted to say."

Irritability: Kodee, a nurse manager, shared: "I think dealing with crucial conversations can sometimes make me anxious and it comes across as irritability. I hate that I have to deal with this thing. I hate that this person may not take this constructive criticism well."

Physical symptoms: Kodee experienced "trembling nausea, chest pain, headaches" when her anxiety was at its worst in her previous ER nursing role.

Avoidance: Severe anxiety may lead to avoiding certain tasks, meetings, or even calling out of work altogether.

Strategies for Managing Work Anxiety

While professional treatment is often necessary for anxiety disorders, there are several strategies employees can use to better manage anxiety symptoms at work:

Practice mindfulness: Taking a few deep breaths and grounding yourself in the present moment can help interrupt anxious thought patterns.

Reframe negative thoughts: Challenge catastrophic thinking by looking at situations more objectively. As Drapkin suggests, ask yourself: "Was it a real big mistake? Is it going to cost the organization billions of dollars or is it like a typo or you miss send an email by accident and it's really not that big of a deal?"

Take breaks: Regular breaks to reset and decompress can prevent anxiety from building up throughout the workday.

Exercise and sleep: Prioritizing physical activity and adequate sleep helps regulate mood and reduce overall anxiety.

Connect with colleagues: Talking to trusted coworkers can provide perspective and support. As Drapkin notes, "I think often starting with peers and connecting… but we're not always willing to out ourselves for how we're feeling. We tend to think we could solve our own problems when we really need to connect with other people."

Use perspective-taking: Imagine how you'll view a current stressor years from now. Drapkin shares a personal technique: "I generally zoom forward to when I'm like 85 years old sitting on my porch on a rocking chair and I say, 'Hey, old lady Michelle, I'm pretty stressed out about this interview that I'm doing. What do you think I should do?'"

When and How to Seek Help

If anxiety symptoms persist and significantly impact work performance, it's important to seek professional help. This may involve:

Therapy: Cognitive-behavioral therapy (CBT) and other evidence-based approaches can provide tools for managing anxiety long-term.

Medication: For some, anti-anxiety medication prescribed by a psychiatrist may be helpful in conjunction with therapy.

Workplace accommodations: Employees may be able to request reasonable accommodations under the Americans with Disabilities Act. As Drapkin explains: "We were able to take her out for a medical leave of absence, get her the treatment that she needed—both me and a psychiatrist working collaboratively—to help her and then get her back in."

Disclosing Anxiety at Work

Deciding whether to disclose an anxiety disorder to an employer is a personal choice that depends on the individual and workplace. While there is still stigma around mental health in many workplaces, being open can sometimes lead to better support and accommodations.

Drapkin advises: "Figure out who is a safe person at your organization, talk to employee assistance programs... you don't need to disclose if you have a medical condition. Why should you have to disclose if you have a psychological condition?"

If choosing to disclose, focus on how anxiety impacts work performance and what accommodations would be helpful, rather than sharing all the details of symptoms.

How Managers Can Support Employees with Anxiety

Managers play a crucial role in creating a supportive environment for employees dealing with anxiety. Some ways managers can help include:

Normalize mental health conversations: Model openness about stress and wellbeing. As Drapkin suggests: "I often will say in my organization, 'I'm taking a recovery day. I have a lot going on. I'm taking a day to just kind of recover and spend some time with my family.'"

Check in with empathy: If noticing an employee struggling, Drapkin advises: "Pull them aside in a one-on-one-type private area, and then ask permission to say, 'Hey, can I share with you what I'm noticing or thinking?' And then use I statements of, 'I'm concerned. I'm wondering if it might be helpful for you to take some time off.'"

Offer flexibility: Allow for mental health days or flexible work arrangements when possible.

Provide resources: Ensure employees are aware of mental health benefits and employee assistance programs.

Address performance issues separately: Focus on specific behaviors rather than assumed mental health causes when discussing work performance.

Creating a Mentally Healthy Workplace Culture

Ultimately, addressing anxiety at work requires a shift in overall workplace culture. Some ways organizations can foster a more mentally healthy environment include:

• Providing mental health training for managers
• Offering stress management and resilience-building programs
• Encouraging work-life balance and time off
• Destigmatizing mental health conversations
• Regularly assessing workloads and addressing burnout risks

By taking a proactive approach to employee mental health, organizations can create an environment where employees feel supported in managing anxiety and other mental health challenges.

While anxiety can significantly impact work performance, with the right support and strategies, employees can learn to better manage symptoms and thrive professionally. By fostering open conversations about mental health and providing access to resources, workplaces can support employee wellbeing while also benefiting from a more engaged, productive workforce.