By Sam Archibald, Content Team academic.

According to the World Health Organization (2017), anxiety disorders are one of the leading causes of disability, with many individuals experiencing symptoms such as excessive worry, physical tension, and difficulty concentrating.

In the workplace, these symptoms can affect an individual’s ability to perform effectively as well as impacting job seeking, productivity, and overall career development (McEwan et al., 2019). Adults experiencing anxiety often face barriers like fear of failure, fears of social situations, and self-doubt (Hofmann et al., 2012). This can reduce their confidence in applying for jobs or advancing in their careers (Hofmann et al., 2012).

Recognising how anxiety influences both the finding of employment and day-to-day work performance is essential for developing supportive strategies and interventions.

Understanding Anxiety In The Workplace And In Seeking Jobs

Anxiety manifests in various forms among adults, especially those in employment. Common types include Generalized Anxiety Disorder (GAD), Social Anxiety, Performance Anxiety, and workplace-specific anxiety (American Psychiatric Association, 2013). Symptoms of GAD include excessive worry about multiple different aspects of life, including career prospects, which can impair decision-making and motivation to find work and perform efficiently at work (Stein & Sareen, 2015).

Social anxiety involves an intense fear in social or professional settings which can lead to avoidance of interviews as an example (Lindan & Muschalla, 2007). Performance anxiety, such as fear of speaking in public or taking tests, can hinder job applicants during interview tests or workplace presentations (Plaisiar et al., 2010).

Workplace-specific anxiety can originate from pressures to meet deadlines, fear of failure, or social interactions with colleagues and often is intensified by perfectionism and perhaps past experiences of embarrassment in the workplace (Plaisiar et al., 2010).

Common physical symptoms can be sweating, trembling, and increased heart rate, alongside psychological signs like nervousness, negative self-talk, and self-doubt. These symptoms are found to reduce motivation, avoidance of employment opportunities, or withdrawal from social interactions. These behaviours can drastically affect the job search process as well as severely impact workplace performance, creating a cycle of anxiety (McEwan et al., 2019).

How Anxiety Affects Employment

Anxiety significantly impacts all stages of a job search: attending interviews, networking, or applying for positions. Individuals with heightened anxiety often experience overwhelming fears of rejection or failure, which can lead them to withdraw from opportunities altogether (Scherer et al., 2014). Overthinking and persistent self-doubt can demotivate, making it difficult to persist with job-seeking behaviours (Blustein et al., 2019).

During interviews, physical symptoms such as sweating, shaking, and difficulty articulating thoughts are extremely common symptoms that can impair interview performance and reducing the chance of success.

Anxiety lowers self-confidence, causing candidates to underperform and often leads to negative perceptions from interviewers (Powell et al., 2018). These physiological and psychological barriers create a cycle where fear of failure discourages application submission and ongoing anxiety, and low self-esteem reinforce self-doubt (Powell et al., 2018). It is important to note that almost all people undergoing interviews experience this form of anxiety in some way and that interventions can assist all individuals having to cope with the pressures of the interview.

A study by Kessler et al. (2005) found that individuals with anxiety disorders experience longer periods of unemployment and lower employment rates compared to those without these disorders. This evidence highlights how anxiety not only affects the motivation to seek employment but also impairs performance during crucial interview stages, hindering career progression.

How Anxiety Affects Workplace Performance

Elevated stress levels can cause individuals to lose concentration on the tasks at hand, also impairing decision making and problem-solving abilities (Jones et al., 2016). The elevated stress and anxiety levels have been found to overwhelm employees with negative thoughts, panicking them and reducing the ability to successfully concentrate on and complete tasks (Jones et al., 2016). Interestingly, Childs & Stoeber (2012) found that employees who believe that colleagues, like managers, expect extremely high standards from them is linked to higher levels of stress, anxiety, and burnout and that these symptoms only increase over time. Suggesting that socially-prescribed perfectionism increases stress and burnout in the workplace which shows that trait anxiety can negatively impact the wellbeing and functioning of employees.

Social interactions are also impacted by high levels of trait or state anxiety as individuals can avoid meetings, feedback or communication with colleagues in general which limits both self-growth and the relationship the individual may have with colleagues. Fear of feedback can result in avoidant behaviours which can create a poor work performance and put the employee’s job at risk (Borkovec & Inz, 1990).

Physiologically, anxiety manifests as fatigue, muscle tension, irritability, and emotional exhaustion, impairing overall well-being and stamina (Kessler et al., 2005). These symptoms can decrease job satisfaction and, in some cases, create a perception of ‘laziness’ when in fact it is intense fatigue.

Furthermore, anxiety often hinders career advancement. Employees may avoid taking on new responsibilities or pursuing promotions due to fear of public speaking, evaluations, or failure, which restricts professional development (Blanco et al., 2010). As well as the fact further responsibilities and tasks can seem overwhelming due to the high levels of fatigue.

Strategies For Managing Anxiety In The Workplace

Effective management of workplace anxiety involves individual, organizational, and educational strategies. On an individual level, mindfulness and relaxation exercises can reduce stress and improve emotional regulation (Smith, 2008) (Wongtongkam et al., 2017). Cognitive-behavioural techniques, such as cognitive restructuring, help employees by challenging distorted or negative thoughts and build resilience and acceptance (Hofmann et al., 2012). Additionally, fostering self-confidence through positive affirmations and goal setting enhances self-efficacy and reduces feelings of helplessness (Macklem, 2020) (Bandura, 1997).

Employee Assistance Programs (EAPs) and counselling services provide confidential resources to help employees cope with anxiety. Creating a supportive environment that encourages open communication about mental health reduces stigma and facilitates early intervention (Hofmann et al., 2012). Flexible working arrangements like adjustable hours can decrease stress and enhance well-being.

I would like to express the importance of early intervention. I believe it is essential to prevent anxiety from impairing performance or leading to worsening mental and physical health conditions. Promoting help-seeking behaviour and reducing barriers to support can improve employee well-being and productivity (Hoge et al., 2014).

Future Perspectives

Promoting mental health as a workplace priority is essential to foster healthier, more productive work environments. Organisations should adopt mental health policies that include regular assessments of employees and support systems to address any anxiety among employees. Reducing stigma around mental health is crucial; cultivating a culture where seeking help is normalized and supported can encourage employees to access resources without fear of judgment (Toth et al., 2023). 

Policy development should emphasise flexible work arrangements, mental health days, and access to counselling services, ensuring that employees with anxiety receive necessary support. 

Conclusion

Anxiety significantly influences every stage of employment, from job seeking to daily workplace functioning. It can impair motivation and decision-making during the job search, and physiological symptoms hindering interview performance and reducing chances of success. Once employed, elevated levels of anxiety can reduce cognitive, social, and physical functioning, which can make employees less productive, strain workplace relationships, and limit career advancement.

Research highlights that socially-prescribed perfectionism and trait or state anxiety contribute to increased stress and burnout over time, negatively affecting employee well-being and organisational outcomes.

However, effective individual management strategies such as mindfulness, cognitive-behavioural techniques, together with effective EAPs and, crucially, early intervention are vital for addressing and reducing these effects.

By fostering supportive environments and encouraging help-seeking behaviours, workplaces can enhance employee resilience, improve performance, and promote overall mental well-being.

References

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