Managing an Employee with Anxiety at Work: An employer’s guide

Anxiety is a common mental health condition that affects almost everyone in their lives, at some point. It's perfectly normal to feel anxious around an important event; however, the issue arises when the feeling is so persistent and often that it becomes chronic. The modern workplace can become a breeding ground for anxiety if not managed correctly. Constant performance pressure, coupled with tight deadlines and having to constantly adapt to changing technologies and ways of working, can feel completely overwhelming.

For business owners the cost of failing to manage poor mental health in the workplace can be costly. Not only can it have a huge impact on workplace productivity (and your bottom line as a result) it can land you in trouble should you not address the situation, leading to an employee raising a claim to an employment tribunal.

Employers have a duty of care towards their employees, which means that they should be looking at proactive ways to reduce the risk of workplace stressors that can lead to increased anxiety and employee burnout.

Talk to a Croner HR and Health and Safety advisor today, to create robust policies  and protocols to help manage staff suffering with anxiety and avoid burnout. Call today on 0800 470 9999.

What are the warning signs of workplace anxiety?

Whilst everyone exhibits anxiety differently there are some common signs that employers can train managers on. These vary in subtlety so efficient training in what to look for is important, as recognising these factors can be the difference between addressing issues early and an escalating issue.

Some employees may experience physical sensations, such as a racing heart rate, shortness of breath or a tight chest. This can be accompanied with other issues like headaches or light-headedness, muscle tension, trembling, excessive sweating and digestive issues.

Behind closed doors an employee suffering with anxiety might be feeling restless, have issues with insomnia and fatigue, which can increase the risk of burnout.

Many emotional and behavioural shifts can be difficult to pin down, for instance two employees with anxiety can exhibit a completely different set of symptoms. One might [LD1] showcase impatience, whilst the other might not. Conversely, the other employee might struggle with simple decision making.

It's important to remember that any and all of the above exists on a spectrum and vary from person to person. The effects that anxiety can have on an individual also vary.

How should managers be dealing with an employee with anxiety?

Managing staff with anxiety can seem complex, but it doesn't have to be. As an employer you (and your management team) have a huge impact on your staff's mental health. It can be the difference between cultivating a supportive workplace environment, or the opposite.

Giving employees the time and space to express concerns and open a dialogue surrounding their mental health, without judgement, is key. As is leading by example. If senior leadership is shown to be living the values set, then naturally your workforce will follow suit. If staff get the sense that this is not the case, then it is unlikely that they will actively engage.

For example, talking about a healthy work-life balance, but not implementing measures to ensure that staff have the opportunity to take advantage of the benefits, is not only counterproductive, but it can sow the seeds of mistrust amongst your workforce, and be considered merely "lip-service".

Ensure that you schedule informal check-ins with your team that don't just centre around work-related tasks. For example, incorporate open-ended questions, such as, "is there anything I can support you with?" and make sure you are approachable and available for conversations. If employees feel that they can talk to you, they are more likely to do so when they're struggling with mental health issues.

Exercise an open-door policy around mental health

One of the most critical things you can do as an employer is ensure you approach any conversation with an employee struggling with anxiety, with sensitivity and empathy. Simply acknowledging you've witnessed an employee in distress and offering them a supportive ear can go a long way.

Avoid offering solutions unless the employee has expressly asked for them, as this can derail the conversation and end up making the employee feel pressured. Likewise, avoid dismissive language, such as "everyone experiences stress" as this can be incredibly invalidating to their experience. You should also avoid alarmist reactions as this can make feelings of anxiety worse and also force the employee to disclose more information than they are comfortable in doing.

Adjust workloads and manage expectations

As a leader you have the power to reduce or alleviate the pressure on employees who are in the grip of overwhelm. You can effectively act as a buffer by managing expectations with stakeholders, as well as prioritising important tasks and helping dissect complicated tasks into a more manageable framework.

Ensuring that deadlines are realistic, manageable, and that work is spread evenly amongst the team, can help reduce the pressure on individuals. This can be used as both a preventative measure, to ensure that staff are not at risk from excessive stress that can trigger an episode of anxiety, as well as a remedial one, for those who experience anxiety and other mental health problems.

As an employer you should ensure that staff have the necessary support and resources, including tools and training to complete their day-to-day tasks without being overloaded and unduly stressed.

Offering additional resources to help with employee mental health

Understanding where an employee might need additional help is important, especially if the employee is dealing with a mental health issue. If you have an Employee Assistance Programme (EAP), this could be the first port of call. Additionally reaching out to HR for useful resources can also be beneficial as can be offering flexible working, allowing working from home, or adjusting working hours so employees can attend appointments relating to their mental health.

Talk to a Croner expert

Creating a positive workplace culture can go a long way to reducing work-related stress and anxiety. For more information on how to incorporate resources like an EAP into your employee benefits offerings, or for expert advice on how to correctly deal with an employee experiencing a mental health crisis, talk to a member of our expert HRand Health and Safety team team today.

Call 0800 470 9999.