As the individuals on the frontlines of daily workplace interactions, managers play a pivotal role in supporting employees who may be experiencing anxiety.
In today’s fast-paced and often high-stress work environment, mental health has become a critical concern for employers and managers. One of the most prevalent mental health issues affecting the workforce is anxiety.
According to recent research from The Cigna Group, 30% of workers in the United States report having anxiety, whether self-identified or diagnosed by a health care professional. This statistic is not just a personal health issue; it has significant implications for business outcomes, including productivity, turnover, and medical spending. As a manager, understanding and addressing the needs of employees with anxiety is crucial for fostering a healthy, productive, and supportive workplace.
“The prevalence of anxiety among workers poses a substantial challenge for U.S. employers and managers,” said Jason Youngblood, director of behavioral clinical account management at Cigna Healthcare. “Anxiety not only affects the individual’s well-being but also has a ripple effect on the entire organization. Employees with anxiety often experience lower vitality, higher rates of other mental health issues such as depression, and physical health conditions like hypertension and obesity. These health issues can lead to increased medical spending.”
Evernorth claims data shows that adults with an anxiety diagnosis account for 27% of the total cost of care, amounting to $13.9 billion in health care spending.
A one-page guide to supporting employees with anxiety
Simple, effective strategies and actionable tips to equip managers to effectively support employees struggling with anxiety.
Tips for managers
Workers with anxiety report a less positive employee experience, characterized by lower self-confidence, reduced motivation, and a higher likelihood of feeling misunderstood and lonely at work. They also find their work more stressful and are twice as likely to experience burnout. This can result in lower productivity, higher absenteeism, and increased turnover, all of which are detrimental to business performance.
As the individuals on the frontlines of daily workplace interactions, managers play a pivotal role in supporting employees who may be experiencing anxiety.
1. Foster a supportive workplace culture
Creating a supportive workplace culture is essential for managing employees with anxiety. When workers feel understood and supported, they experience higher levels of self-confidence and report significantly lower stress and burnout.
This can be achieved through open communication, empathy, and the implementation of mental health training programs for managers and colleagues. By fostering a culture of understanding and support, managers can help reduce the stigma associated with anxiety and create an environment where employees feel safe to discuss their challenges and seek help.
2. Ensure access to tools and resources
Providing employees with the tools and resources they need to manage their anxiety can have a transformative effect on their job performance and overall well-being. Many employees can identify specific accommodations that would help them do their jobs better, such as flexible work hours, quiet workspaces, or uninterrupted work time. However, few actually request these accommodations, likely due to fear of judgment or misunderstanding. When employees do receive the accommodations they need, job satisfaction and motivation to go above and beyond are significantly higher.
Employers can take proactive steps by offering a range of mental health resources, including Employee Assistance Programs (EAPs), mindfulness training, and mental health days, to ensure that all employees have the support they need to thrive. Managers should familiarize themselves with these resources and actively promote them to their teams, fostering an environment where mental well-being is prioritized and accessible to everyone.
3. Encourage, but do not force connection
On average, full-time workers in the United States dedicate almost a third of their lives on the job, spending a significant amount of time with coworkers. Coworkers can significantly influence workplace vitality, which underscores the importance of strong workplace relationships. For workers with anxiety, however, workplace relationships can be challenging, leaving many feeling disconnected and misunderstood.
Team-building activities can be an effective way to help employees make connections, improve communication, and build stronger relationships. However, social interactions can be difficult for people with anxiety, who are more likely to opt out of participating. Managers should be cognizant of this and ensure they are supportive and inclusive for people who may struggle with forced socialization, prioritizing events such as casual team interactions and volunteer activities.
“Managing employees who struggle with anxiety is a multifaceted challenge that requires a thoughtful and proactive approach,” Youngblood said. By fostering a supportive workplace culture and ensuring access to the necessary tools and resources, managers can help employees with anxiety feel more understood, confident, and motivated.”
Full report: The rise of the anxious worker
For an in-depth look at the impact of anxiety on the American workforce, view or download the PDF version of the latest report from The Cigna Group.
