Workplace burnout is a prevalent issue affecting a significant portion of the American workforce. A 2024 report by Aflac revealed that nearly 60% of U.S. workers are experiencing moderate to high levels of burnout. This issue is particularly pronounced among millennials (ages 28-43), with 66% reporting burnout compared to 55% of Gen Xers (ages 44-59) and 39% of baby boomers (ages 60-78).

Furthermore, research from The American Institute of Stress indicates that 83% of U.S. workers experience work-related stress, a primary precursor to burnout. This stress not only affects job performance but also has significant implications for personal well-being and organizational productivity.

“We’ve worked with organizations of all sizes to help leaders design work environments that foster resilience,” says Dr. Patrick Jeffs, founder and owner of The Resiliency Solution. “In a world that keeps accelerating, resilience isn’t about bouncing back — it’s about knowing when to slow down, when to push forward and when to recalibrate. The ability to adjust, not just recover, defines lasting success.”

But what are some of the most overlooked workplace dynamics that impact mental health, and what can organizations do to fix them? Jeffs shares his insight.

How organizational behavior impacts mental well-being

The chaos of poor prioritization

One of the biggest stressors in any workplace is the feeling of constantly chasing moving targets. When employees are overloaded with tasks but given little clarity on what truly matters, it leads to reactive decision-making, unnecessary stress and ultimately burnout.

On the flip side, clear prioritization gives employees a sense of control. Leaders who establish a rhythm — through daily huddles, structured check-ins or simple “stoplight” priority lists — help their teams confidently focus on the work that moves the needle. Even a single word, “deprioritize,” can be transformative in a fast-moving environment, offering permission to let go of low-value tasks.

The hidden cost of skipping recovery

High performers don’t operate at full capacity 24/7. In any other high-stakes field — sports, aviation, military operations — rest and recovery are deliberately built into the system. Why should business be any different?

Micro-breaks, protected lunch hours and scheduled “think time” shouldn’t be viewed as luxuries — they’re productivity boosters. At the organizational level, integrating monthly innovation sprints or quarterly off-site days helps teams step back, recharge and return to work with sharper focus and fresh ideas. Companies that honor the natural cycle of effort and recovery don’t just see better mental health, they also see sustained high performance.

“Uncertainty isn’t going anywhere, but burnout doesn’t have to be inevitable. Organizations that rethink resilience as a long-term capacity rather than a short-term response will define the future of work,” Jeffs says.

Success without a scoreboard is stressful

Nothing creates workplace anxiety faster than unclear expectations. Employees want to succeed, but when success metrics are vague or constantly shifting, they feel like they’re shooting at a moving target. This erodes confidence, stifles creativity and leads to decision paralysis.

The simplest fix? Co-create success measures. Leaders who involve their teams in defining what “success” looks like and keep those expectations consistent build a culture of trust and accountability. Regular check-ins should focus not just on results, but also on what’s working, what’s not and how adjustments can be made without upending expectations.

Micromanagement: A fast track to stress

Few things drain morale faster than a leader who can’t let go. Micromanagement sends an implicit message: “I don’t trust you.” It chips away at autonomy, slows decision-making and makes employees second-guess themselves — sometimes to the point where they stop taking initiative altogether.

Great leaders set direction, provide resources and then get out of the way. When employees feel ownership over their work, they’re more engaged, more innovative and less stressed. The best managers don’t control every detail; they create an environment where people can thrive without constant oversight.

How organizations can build a healthier, more resilient workplace

1. Establish a culture of prioritization

2. Build recovery into the workweek

3. Provide clear success measures

4. Empower instead of micromanage

5. Foster open dialogue around decision-making

According to Jeffs, workplace well-being doesn’t happen by accident. “It’s a product of intentional leadership and a commitment to building a culture where employees can do their best work without sacrificing their mental health in the process. Leaders who take these steps don’t just improve retention and engagement — they future-proof their organizations against burnout, turnover and performance decline.”

By Caroline Barnhill is a freelance writer. for  The Business Journals 

Image by kalhh from Pixabay

Despite these duties, workers are still being harmed. Each year, the HSE presents data regarding occupational fatalities, injuries and ill-health. The latest statistics, covering April 2023-March 2024, were released in November 2024. This included a specific analysis of work-related stress, depression and anxiety.

Drawing from the Labor Force Survey (LFS) data, the HSE estimates that 776,000 workers are suffering from both new and long-standing cases of stress, depression or anxiety. This is a prevalence rate of 2,290 cases per 100,000 workers. This accounted for 16.4 million working days being lost (an average of 21.1 days per case).

The LFS is a national survey of 23,000 households run by the Office of National Statistics (ONS). The HSE commissions the ONS to include questions relating to work-related illnesses and injuries. The HSE has been collecting data through the LFS since 1990 and the figures do paint a broadly consistent picture.

The HSE has a 10-year strategy to fulfil its mission of ‘protecting people and places’ (the current strategy runs from 2022-2023). In this document, the HSE recognizes that there is an upward trend in work-related ill-health, with stress, depression or anxiety being the most common causes. The HSE states that it will work to reduce this trend.

To turn such commitments into action, the HSE sets out a range of deliverables in annual business plans. In the 2024-2025 plan, the HSE states (p.9) that it will develop ‘practical steps for all workplaces that help them prevent exposure to issues causing work-related stress.

Our ongoing focus on musculoskeletal disorders and other health risks means we are already targeting key causes and factors that underly work-related stress. In this statement, the HSE is singling out the effective management of physical health risks, rather than a range of other organisational factors, as a crucial step for reducing psychological harm. We might also question the assertion that employers can prevent, rather than assess and manage, exposure to issues causing work-related stress.

In this business plan, the HSE commits to undertaking 14,000 pro-active inspections. Of these, just 16 will specifically relate to ‘violence, aggression and work-related stress’ (p.41).

In contrast, a total of 4000 inspections will target exposure to silica and wood dust (which cause a range of respiratory conditions).

A search of the HSE’s enforcement data (which is freely accessible to the public) reveals that stress has not been the subject of any ‘successful’ prosecutions in the past 10 years. Of the 29,777 enforcement notices that have been issued in the past five years, none refer to stress (compared to 1086 that mention silica or 4580 mentioning wood dust). Only one intervention refers to mental health. This related to the failure by a Hospital Trust to remove identified ligature points from wards for mental health patients, rather than risks to employees.

These figures do not capture other HSE interventions, such as giving advice to organisations. This can still be an expensive and onerous process as the HSE can charge £174 per hour under the fee for intervention scheme if they believe there is a material breach of health and safety law, regardless of whether they take enforcement action.

In short, the HSE’s concern about physical ill health is reflected in their inspection regime and enforcement history. The same cannot be said for work-related stress. It may be beneficial to explore this mismatch (for example whether or why different significance is attached to physical and psychological health).

Even with more inspections, the HSE cannot visit every organisation. There are other and potentially better ways of driving positive changes. As one example, the HSE held an ill-health ‘prevention summit’ in November 2024, featuring speakers such as Sir Cary Cooper.

Those organisations are, however, routinely advised by human resources, health and safety, and (sometimes) occupational health professionals. Psychologists could have a significant and positive impact by providing allied professions with a practical, evidence-based understanding of how to support psychological health at work.

Dr Nick Bell CPsychol CFIOSH
Honorary Principal Lecturer, Cardiff Metropolitan University

To learn more about stress, go to stress.org

Original post The British Psychological Society

Photo by Nataliya Vaitkevich

The findings are based on a study of more than 2,800 participants who were asked to identify the biggest sources of stress in their lives: 58 percent of respondents listed financial stress as their top worry. Health concerns (39 percent), worries about relationships or family issues (37 percent) and work or school-related stress (37 percent) were also cited. Additionally, the study found that 60 percent of the participants thought about their current financial situation daily or weekly.

The study group was made up of full-time workers between the ages of 40 and 60 who are members of a defined benefit (DB) pension plan. Researchers also collected data from a separate group of workers aged 40-60 who do not have a workplace pension. The workers with a DB pension plan reported a 9 percent higher financial well-being and 10 percent lower financial stress than those without a pension.

“Stress – including stress about your financial situation – is a key factor influencing both physical and mental health,” said Ivana Zanardo, HOOPP’s Head of Plan Services. “This new research also suggests women in the workplace are experiencing higher levels of financial stress and lower levels of financial well-being than men.”

The report defines financial well-being as a person’s ability to meet their financial obligations, feel secure in their financial future and make choices that allow them to enjoy life. Financial stress refers to psychological strain associated with managing one’s finances, such as worrying about meeting financial obligations, income security, challenges with savings or accumulating debt.

Zanardo added, “The economic benefits of having a pension are well known and contribute to financial security in retirement. There is growing evidence based on research by academics from around the world that financial stress can lead to serious health problems, but having a pension can reduce that stress. HOOPP commissioned this research to better understand how pensions contribute positively to our members’ health and well-being.”

This new study – conducted for HOOPP by the Behavioural Insights Team, a global research firm – also includes a review of academic research that looks at the effects of having a pension on health and well-being. These new findings follow other HOOPP research from the last year which shows, among other things, that a majority of Canadians feel financially unprepared for retirement.

About the Healthcare of Ontario Pension Plan

HOOPP serves Ontario’s hospital and community-based healthcare sector, with more than 700 participating employers. Its membership includes nurses, medical technicians, food services staff, housekeeping staff, and many others who provide valued healthcare services. In total, HOOPP has more than 475,000 active, deferred and retired members.

HOOPP operates as a private independent trust, and its Board of Trustees governs the Plan and Fund, focusing on HOOPP’s mission to deliver on our pension promise. The Board is made up of appointees from the Ontario Hospital Association (OHA) and four unions: the Ontario Nurses’ Association (ONA), the Canadian Union of Public Employees (CUPE), the Ontario Public Service Employees’ Union (OPSEU), and the Service Employees International Union (SEIU). This governance model provides representation from both employers and members in support of the long-term interests of the Plan.

Interested in stress management? Go to stress.org!

OP- TORONTO, Feb. 06, 2025 (GLOBE NEWSWIRE) 

Contact: Scott White, Senior Director, Media Relations & External Communications swhite2@hoopp.com

Photo by Andrea Piacquadio

Could something unusual be happening in organizations today?

Are Americans looking to beat the stress they have in their jobs by voluntarily moving themselves into roles that are less demanding?

Could this lead to fewer people wanting demanding jobs?

According to career coach Jasmine Escalera, and career expert at MyPerfectResume, there’s mounting evidence this trend is indeed happening.

The practice of staff choosing to demote themselves into a less stressful jobs is something she’s calling ‘career downsizing’.

 Not only does Escalera say it’s happening, but she argues the trend is reflective of what data from The American Institute of Stress (and others) have been saying for some time – that a shocking 83% of US workers now say they suffer from work-related stress, with 25% saying their job is the number one stressor in their lives.

She says career downsizing is effectively staff saying ‘enough is enough’ – and that in the absence of good HR to make their existing jobs more manageable, they’re having to take last-ditch measures, and put control into their own hands.

So how widespread is this trend really?

And, more than this, is this latest talent headache a worrying one for HR professionals to contend with – having staff that just don’t want to move up anymore, and active want to move down?

TLNT decided to sit down with Jasmine to hear her thoughts:

Q: I’ve heard of people wanting to climb the career ladder – but people who actively want to come down the ladder – that’s a new one to me. Please do explain!

A: “When I first started my career, concepts such as ‘toxic workplaces’ and ‘unhealthy workplaces’ weren’t really things we actively thought about. But now, I sense workers are so flooded with expectations of what a good workplace ought to be, and what good workplaces ought to provide, that people are much more aware of the fact they might be in overly-pressurized or overly-stressed at work, or not able to be their authentic self. At the same time, people are assessing how their life is impacted by their work more, and how they can make their work and life fit better together. The upshot, is that this is all adding up to people actively considering career downsizing, as a way of them being able to facilitate a better working life.”

Q: We keep hearing that people are still financially pressed, but are you saying that people – despite this – would still take a pay cut rather than be too stressed?

A: “For some, career downsizing clearly isn’t an option, but we’re seeing a trend for more people willing to take a cut financially, and stepping back career-wise, if it means they have less stress and less anxiety in the workplace. There’s a real sense that people are having moments of reflection, and asking what the meaning of life is. While it’s still the case that for younger people, it’s all about how far they can go up the ladder, for mid-career individuals, we’re seeing greater willingness to trade pay for better balance and stability.”

Q: Are you seeing people actively ‘not’ taking promotions, and isn’t this bad news for HR folk who instinctively want to move people up?

A: “We do see people unwilling to take a promotion, and we certainly see more people asking about the impact a promotion might have on their life. Job seekers, or those already in jobs are definitely being conscientious about whether they want to move up, and whether the extra reward is worth the extra stress they believe this will entail. We’re even seeing reticence amongst people to take stretch roles – those jobs that typically involve a bit of extra personal pain for people to see that they can do something they thought they coudn’t. For HR folk, this is unusual territory, as now they’re having to battle antipathy to move up – something that they could have taken for granted.”

Q: Is this a poor reflection on HR, if people are taking this drastic move, and could it see companies experience shortages of people who want to ‘step up’?

A: “Yes, and lack of a cohort wanting to move up – because they’re seeing the level above them want to move down – is is a very real problem that we could see getting worse. HR might well have to enter into additional conversations around offering flexibility in order to persuade people that a role isn’t as stressful as they think, or that they will be given support if they do find it stressful. If people are unwilling to step up, what HR professionals might also have to do is be much more forensic about planning what skills they need and what the organizational structure needs to be. If people aren’t taking promotions, HR has to react to it somehow.”

 Q: What could be another impact of this?

A: “We’re already seeing people who are just turning up to work, doing their bare minimum hours, and refusing to enter into anything that creates more workload and stress. This will continue. But I also think we’ll continue to see the rise in people exploring the side-hustle more and people deciding to become their own solopreneur. When people aren’t fully focused on their careers anymore, or don’t want to move up to the next level, you always see a spike in people wanting to work for themselves.”

Most and least stressful jobs in the US

To learn more about stress-related issues go to STRESS.ORG

By Peter Crush for TLNT

Photo by Mikhail Nilov

Let’s not forget about white-collar workers, who appear to have cushy jobs in air-conditioned offices, but who may also be exposed to unhealthy environments. The extraordinarily long hours, demanding managers and tight deadlines have pushed some white-collar workers to the edge and, in some cases, have overworked them to death.

In May, 2024, a Bank of America investment banker and former Green Beret, 35-year old Leo Lukenas III, died after putting in 100 hours a week for a month while working on a $2 billion acquisition. He died when “a blood clot formed in a coronary artery.”

Twelve-hour days, 6 days a week, are the norm, say many interns, whose entry-level salaries may reach as high as $200,000 a year. Even 100 hours (or more) per week is possible for those working in high-stress jobs such as investment banking.

Many young employees don’t complain to their managers for fear of looking “weak.” One associate, according to the Wall Street Journal, left Bank of America when he was routinely asked to work 95-hour weeks. The WSJ, who spoke to dozens of bank employees, claimed that some upper managers told junior bankers to “ignore policies that limit working hours.”

These policies were installed years ago after a Bank of America intern in London, Moritz Erhardt, died in 2013 after having an epileptic seizure after working a series of grueling all-nighters. The new rules limited banker hours and gave bankers a “protected Saturday policy.”

Health problems from stress

For many young, ambitious employees, the long hours are worth the opportunity to make big bucks, while showing their managers they are willing to do almost anything to prove their loyalty and work ethic.

Not surprisingly, the excessively long hours and competitive workplace culture has taken a toll on the health of many workers, and not only investment bankers.

Some white-collar workers are sickened by unhealthy work environments such as mold, faulty or noisy air conditioners, and unsafe indoor air. Sometimes, these environmental hazards go undetected for years.

High levels of work-related stress

Stress has been another problem for many white-collar workers, who are often under extreme pressure to meet tight deadlines.

Some workers attempt to hide work-related stress symptoms such as extreme anxiety or burnout. Robert Sapolsky, in an article published by The American Institute of Stress, says: “The body is not designed to handle constant, unrelenting stress. Over time, the wear and tear can lead to severe health consequences.”

According to the American Institute of Stress: “Prolonged exposure to stress can lead to serious health problems including heart disease, hypertension and diabetes.”

A number of research studies have confirmed that long working hours and heavy workloads have led to physical problems such as heart attacks and strokes, weight gain, insomnia, as well as increased stress levels. Workplace stress not only keeps workers at home but makes them less productive at work.

Companies noted for providing first-class mental health support

Several independent sources have mentioned companies that provide first class mental health support to their employees. For example, Upkeep identified companies that have programs in place meant to improve the mental health of their employees.

These companies provided stress management and assistance programs (Johnson & Johnson JNJ – $164.13  0.58 (0.353%) ), wellness programs (Unilever UL – $63.6  0.005 (0.008%)

)), suicide prevention campaigns (Union Pacific UNP – $246.85  1.525 (0.618%) ), physical and mental health services (Barry Wehmiller and New Brunswick Power), and a comprehensive mental health program (American Airlines AAL – $10.39  0.125 (1.203%)

Also, Forbes magazine publishes an annual list of the best 100 companies to work for. The list is based on a survey of employees, which asks them a wide range of questions, including if they feel respected, if they receive support for their well-being, and if the company treats them fairly.

This year’s top 10:

1. Hilton Worldwide Holdings 
2. Cisco Systems
3. Nvidia
4. American Express
5. Synchrony
6. Wegmans Food Markets
7. Accenture
8. Marriott International
9. Cadence
10. Comcast

What can employers do to reduce worker stress?

There are a number of steps that employers can take to reduce worker stress.

Employers can follow the lead of the companies mentioned above by creating mental and physical health programs. According to the World Health Organization, depression is the biggest worldwide problem for workers, costing businesses nearly $500 billion in “lost productivity.”

Companies can also encourage employees to lose weight by helping them switch from a fast-food diet to a nutritious one. Employers may help workers find ways to quit smoking, provide healthy on-site meals and snacks, and allow unrestricted access to water coolers.

One idea for employers is to routinely give out anonymous stress surveys with an opportunity for employees to provide feedback. Occupational Safety and Health Administration (OSHA) has a survey on their website with sample questions.

Although not always possible, it helps when employees are given more freedom depending on the type of work they do. If this is not feasible, employers may give some workers a variety of jobs rather than forcing them to do the same job every day. Rotating jobs helps reduce burnout.

To avoid emotional and physical work-related problems, employees should avoid working more than 80 to 100 hours a week. A 120-hour work week is not only unrealistic, but dangerous for workers. The human resources department probably has rules that prevent employees from working that many hours, but some managers ask their employees to hide the true number of hours worked.

It’s helpful when new, and typically younger workers, are given adequate training and an ongoing training program. Training programs help reduce stress in workers, especially for inexperienced or new hires.

Comfortable chairs and desks with neck and back rests or support pillows help show office workers that the company cares about their physical and emotional well-being. This may also help relieve repetitive strain injuries, i.e., damage to muscles and nerves resulting from constantly and repeatedly using the same motion.

Conclusion

White-collar workers who are asked to work extraordinarily long hours with unrealistic deadlines risk physical and psychological injuries, including anxiety and stress. It is up to employers, with help from the government, to make sure their employees are not asked by rogue managers to put their health and lives in danger just so they can help achieve a company’s financial goals.

Learn more about stress at STRESS.ORG

Photo by Anna Nekrashevich

Photo by Nataliya Vaitkevich

By Michael Sincere

OP- from Equities.com

Buffett may be best known for his unparalleled ability to read a company, but this isn’t an accident. Much of his success comes from his relaxed temperament and accumulation of knowledge, which anyone can learn how to do.

We’ll look at some of his most profound stress-relief strategies below. First, though, let’s look at some key insights:

• Buffett emphasizes the importance of concentrating on a few key things rather than doing everything. By simplifying everything and avoiding unnecessary complexity, you can reduce stress and increase your likelihood of success.
• Buffett highlights the value of anticipating challenges and building resilience. You should avoid focusing on problems and instead focus on the strategies that will overcome these problems. Being proactive can significantly reduce your stress.
• Knowledge is key to dealing with stress and being successful. Warren Buffett reportedly reads for six hours a day! You should learn all you can about a topic before making a decision or taking action. For instance, before investing in the chip industry, you may want to read our free report on “The Next NVIDIA.”

Why Are We Covering This?

Warren Buffett is one of the biggest investing gurus of our time. As you might expect, this also means we pay close attention to him. This includes what he’s doing in the investing world (you can look at some of his biggest wins in our article “1 Warren Buffett Owned Stock With Big Upside This Year.“) and what he says.

1. A Relaxed Mind

Buffett isn’t suggesting he doesn’t value wealth. After all, he wouldn’t be investing if he wasn’t interested in building wealth. However, he isn’t concentrated on money, as it can even distract from the core principles of investing.

By maintaining a more relaxed and focused mindset, Buffett is able to concentrate on the fundamentals of his business, where he believes true value is created. His relaxed nature and detachment from short-term market fluctuations prevent him from making poor decisions driven by greed or fear.

Money as a Tool

2. The Importance of Self-Care

It’s important to avoid the common tendency to prioritize work and ambition over personal well-being, especially when we are younger. Our minds and bodies are a prized position that requires consistent maintenance. Just as a car needs regular maintenance to function, so do our minds.

The Dangers of Neglect

Buffett’s wisdom calls on us to prioritize our health so that we can live a fulfilling and productive life.

3. The Subtlety of Stress

Stress is often a silent adversary. It creeps into our lives subtly. It often begins as a minor habit, like excessive caffeine consumption or neglecting physical activity. All of these habits may seem harmless or even pleasurable, but they add up over time, leading to stress.

A Habitual Chain

Recognizing the early signs of a poor habit is important. If you can identify habits before they start causing stress, you can break free much easier.

At the same time, the truth of habits also means that you can develop good habits, which can help reduce stress caused by external events. You will have habits, but it’s up to you to pick your habits carefully.

4. The Power of No

In a world of busyness, the ability to decline opportunities seems counterintuitive. Shouldn’t you want to do as much as possible? However, the key to success is not doing all the things. It’s about doing the important things well (and there are often fewer important things than you may realize).

Stress often arises when you’re overwhelmed, and you can eliminate this issue by saying “no.” Make “no” your default. This prevents you from feeling the need to constantly juggle your life, which can lead to anxiety and decreased productivity.

Establishing Boundaries

Saying “no” is one of the easiest forms of stress control you can select.

5. Heroes and Stress

The people in life we choose to admire and emulate shape our values and beliefs. They influence how we see challenges and setbacks. If we choose people who model resilience and perseverance in the face of stress, we’re far more likely to develop these qualities, too.

On the other hand, if our heroes exhibit chronic stress, we’re also very likely to develop chronic stress. While the choice ultimately lies with us, the people we look up to will have a huge impact on our stress levels.

Selecting Role Models

6. The Stress of Risk

Imagine driving a race car. If you aren’t a very good driver, soaring around the track will probably cause tons of stress. It’s a risk that you don’t know how to handle. However, if you have hundreds of track hours, driving around the track again hardly matters. Life is the same way.

When there is a risk that you don’t know how to handle, you’re more likely to be stressed. So, how do you counteract this? Learn what you’re doing.

Knowledge as the Antidote to Stress

If uncertainty leads to stress, then knowledge is the direct antidote to stress. ‘

7. Building Your Ark

Sadly, many people don’t do this, especially as far as the stock market is concerned. Many people are perfectly fine predicting rain and then telling everyone, “I told you so.” But then they wonder why they’re drowning, too!

Instead of spending time predicting future problems, we should focus on the solutions to those problems. If you spend your time building arks, the coming rain won’t raise your pulse.

A Shield Against Stress

We should always take proactive steps to strengthen our resilience to stress. After all, we will feel stressed at some point! When challenges inevitably arise, we want to be as equipped as possible to handle the situation at hand. That means taking a proactive stance, not just predicting the inevitable storm.

8. The Draw of Complexity

This problem manifests in many different ways. You may overthink a simple decision, for instance, creating more problems for yourself in the process. We also complicate our relationships with unnecessary drama or transform straightforward tasks into complicated projects.

All of these things can lead to unnecessary stress.

The Simplicity Mindset

After all, it’s easy to feel like you’re missing something when everyone around you stresses the complexity.

9. When to Abandon Ship

Yes, perseverance is important. However, it’s also important to know when to let go. Sometimes, seeking a new path is the best option. Being stuck in a sinking boat is incredibly stressful. It’s easy to get consumed by the problem and constantly try to patch up the problems. However, the constant effort can be counterproductive and draining.

A stressful situation may require more than just a temporary fix. Sometimes, the underlying issue is too deep-rooted to be fixed. In these cases, redirecting energy towards a different approach can be the best strategy.

When Patching Doesn’t Work

10. Focus

Instead of becoming stressed by every decision that comes across your desk, focus on just a few key areas where you can do the most good. Avoid making significant mistakes in other areas, but don’t worry too much about doing everything as well as possible all the time.

You will have to pick what balls to drop, as none of us are superhuman. It’s more about picking the right balls to never drop than never dropping any balls.

Avoiding Critical Errors

Shift your focus from trying to do everything perfectly to just avoiding catastrophic failures and doing the most important things right. It just takes a few wins.

To find out more about stress and stress-related issues go to STRESS.ORG

OP-24/7 Wall St.

By Kristin Hitchcock

Photos Wallpaper by turnbow9 from Wallpapers.com

Wallpaper by jjthomse from Wallpapers.com

Sounds empowering, doesn’t it? However, you may want to take a deep breath before joining this movement.

What’s Fueling Rage Quitting

Frustrated workers are most likely to walk out the door in a fit of rage. If one more thing goes wrong, they’ll quit in a flash.

Work is a source of stress for many employed workers, leading to irritability, exhaustion, and difficulty regulating emotions. According to the American Institute of Stress, 55% of Americans are stressed during the day, and 63% of US workers are ready to quit their jobs to avoid work-related stress.

Everyone experiences stress from time to time. But what happens when stress levels impact physical and mental health? Eventually, something must give.

We’re seeing a surge in employee quit rates due to several factors, including unrealistic work expectations, company layoffs, and overworked employees. People are getting to the point where they believe quitting is their only option.

The Negative Effects of Rage Quitting

Hollywood has done a great job of helping us fantasize about quitting our job on the spot. The perfect example of this is Tom Cruise as Jerry Maguire, who grabs Flipper the Goldfish and quits his soul-crushing job. In the end, he goes on to make millions.

Your story may have a very different ending. Here’s why.

• You won’t star in a Hollywood movie about you and be paid millions of dollars to do so.
• You’re now unemployed, and the likelihood of getting a good reference is slim to none.
• You may also have to explain to your partner or spouse how you just put your family’s financial security at risk.

Here’s What You Can Do Instead of Rage Quitting

When things start to heat up, it’s better to take a few deep breaths before making a hasty decision. Think about what’s really bothering you. Then, schedule a meeting with your boss to discuss your situation.

If, after doing so, you still believe quitting your job is the right move, you can give proper notice or look for a new job while you’re still employed.

While the allure of a dramatic “rage quit” may be tempting in the face of workplace stress and frustration, resisting that impulse is crucial.

It may be tempting to fantasize about a dramatic Hollywood-style exit, but the reality is far less glamorous. Burned bridges, tarnished reputations, and financial insecurity await those who give into their anger. The high road may not be the easiest, but it is the one that will serve you best, both now and in the future.

Photo by RDNE Stock project

To learn more about stress-related issues go to stress.org

OP- FORBES

By Roberta Matuson-Follow me on Twitter or LinkedIn. Check out my website.

At 52, Mr. X, a seasoned CEO and board chairman, had mastered many things in his life. But despite his outward composure, the past year had revealed some challenging new concerns.

Random, uncharacteristic outbursts of anger, frequently forgetting where he had placed his car keys, poor results during a recent health check-up, and consistent strain in his marital relationship caused him to seek help.

Working with me to tackle his concerns offered him the opportunity to pause, reflect, reassess and regain his previous sense of autonomy.

The High Stakes of Executive Stress

Executives occupy roles that come with immense pressure and high stakes. The responsibilities of making crucial decisions, managing teams, and meeting organisational goals often lead to chronic stress and anxiety. According to a survey conducted by the American Psychological Association (APA), 76 percent of employees in leadership positions report experiencing significant stress, with 39 percent indicating that their stress levels have increased over the past year.

Why The Urgency?

If you are a business executive familiar with the relentless pressure and high stakes of your responsibility, you are probably also familiar with the fact that stress and anxiety are not just fleeting emotions…they tend to stick around and show up in the most unexpected places, as in Mr X’s experience

Today, let’s dive into the consequences of ignoring rising stress levels, and how this can deeply affect your performance, health, and overall quality of life.

Performance Decline

Persistent anxiety and sustained feelings of being overwhelmed can significantly weaken cognitive functions that are critical for executive performance.

Dr. Wendy Suzuki, a New York University neuroscientist, notes that “anxiety can hijack the brain’s ability to process information efficiently, leading to a state of hyper-vigilance that is counterproductive in a professional setting.”

Research from the University of California, Berkeley, further highlights how anxiety affects the part of the brain responsible for decision-making, problem-solving, and emotional regulation. This impairment can lead to reduced focus, decreased creativity, and poor decision-making skills. For executives, this means that anxiety not only potentially hampers their ability to lead effectively but can also diminish overall productivity.

Health Risks: the writing’s on the wall

“The body is not designed to handle constant, unrelenting stress,” says Dr. Robert Sapolsky. “Over time, the wear and tear can lead to severe health consequences.”

Dr. Sapolsky, a professor of biology and neurology at Stanford University, explains that stress triggers the release of cortisol, a hormone that when chronically elevated, can cause continued inflammation and damage to the whole body.

According to the American Institute of Stress, prolonged exposure to stress can lead to serious health problems, including heart disease, hypertension, and diabetes.

A study published in the Journal of the American Medical Association found that individuals with high levels of stress had a 27 percent increased risk of heart disease and a 32 percent increased risk of stroke compared to those with lower stress levels.

No days off: Quality of Life

The constant pressure of unattended stress can lead to burnout, which is described as “a state of physical, emotional, and mental exhaustion caused by prolonged stress and overwork, leading to diminished performance and personal well-being”.

This disconnection can easily spill over into your personal life and affect relationships and overall happiness.

Signs to look out for:

Here are the typical characteristics of burnout, cited from multiple sources including Mayo Clinic and World Health Organisation(WHO):

Exhaustion: This can be physical, emotional, or mental. Individuals feel drained and unable to cope with day-to-day demands.

Cynicism or Detachment: An indifferent attitude towards job responsibilities and colleagues.

Reduced Performance: Individuals experiencing burnout often find it difficult to concentrate and complete tasks effectively resulting in a noticeable decline in productivity.

Emotional Blunting: Feeling an overall sense of numbness or apathy, and/or difficulty experiencing positive emotions and finding social interactions draining.

Irritability and Short Temper: The constant state of exhaustion and stress reduces the ability to manage emotions effectively.

For more information about stress and stress-related issues go to STRESS.ORG

By Geraldine Naidoo in

Photo by Angela Chacón

Gen Xers have been the most stressed generation for over a decade. In their 40s and 50s, Gen Xers have consistently reported higher stress levels than other generations since at least 2012.

A Penn State study in 2012 found that Gen X had significantly higher stress levels than other age groups, reporting an average stress level of 5.8 out of 10. This was notably higher than Millennials (3.4) and Baby Boomers (4.4). The American Psychological Association’s (APA) annual Stress in America survey from the same year corroborated these findings, showing that both Gen Xers and Millennials reported an average stress level of 5.4 on a 10-point scale, higher than Boomers (4.7) and Matures (3.7).

LinkedIn research in 2019 found that Gen Xers were still extremely stressed compared to the generations around them, with work-life balance, job security, and a sense of purpose being among the top stressors. More recent information from 2021 shows this trend is still in progress, as 22% of Gen Xers confess to struggling with stress daily, compared to 17% for Millennials, 14% for Gen Zs, and 8% for Baby Boomers.

There are several causes of elevated stress levels among Generation X. They are often caught up in the “sandwich generation” who have to take care of old parents and their kids simultaneously. There is also a considerable financial aspect involved since many individuals from this cohort are lagging in retirement savings despite nearing retirement age. During their peak earning years

GenX encountered numerous economic challenges, including the bursting of the dot-com bubble, the Great Recession, and the COVID-19 pandemic. They were forced into an abrupt adaptation from analog childhood to digital adulthood, where they had to cope with technological changes on both personal and professional fronts. This created another level of anxiety because they were constantly required to be knowledgeable about emerging technologies.

The picture regarding Generation X’s retirement savings is worrisome based on various research findings, which indicate huge deficits. Natixis Investment Managers found that the majority (48%) fear they will have enough saved to enjoy retirement and another 31% fear they’ll never save enough.

The average retirement savings for Gen X households is approximately $150,000, far below the estimated $1.5 million experts say is required for a comfortable retirement. Even more alarming, the National Institute on Retirement Security reports that the typical Gen X household with a private retirement plan has only $40,000 in savings, and about 40% of the group has not saved anything for retirement. The Schroders 2023 U.S. Retirement Survey paints a slightly more optimistic but still troubling picture, showing that Gen X workers, on average, believe they will need around $1.1 million in savings to retire comfortably but expect to have only $660,000 saved, indicating a substantial shortfall of about $440,000.

Despite all this stress, Gen X has developed a unique resilience. They’re the generation that grew up figuring things out independently, and that adaptability serves them well now. While they may be the most stressed, they’re often the best equipped to handle it. As the American Psychological Association points out, “Stress at any age is still stress,” but Gen X seems to have a knack for weathering the storm, even if they feel more pressure than most.

By Ivy Grace

This article Gen X Is The Most Stressed Generation Alive And Studies Reveal Why – Hint: They’re $440,000 Short On Retirement, And It’s Only Getting Worse originally appeared on Benzinga.com

For more information about stress-related issues, go to STRESS.ORG.

Photo by T Leish