Satisfaction in the workplace is on a decline according to surveys and backyard conversations. Dissatisfied employees are opening up about feeling stressed and having difficulty with the underlying anxiety and mood swings that often accompany such responses.
Passive aggressive responses are not unusual when employees become resentful. There seems to be an increase in workplace gossip whether presented openly in the lounge or break room or heard more subtly through whispering gossip. A domino effect amongst other employees can readily ensue.
Other passive aggressive responses in the workplace may include:
* Procrastination
* Condescending conversations
* Co-worker and workplace sabotage
* Saying one thing and doing another
* Unequal workloads
* Concealing information
When tension rises, individuals are more likely to have focusing challenges and can become easily overwhelmed. This can interfere with problem-solving processes and therefore negatively impact productivity. Impulsive responses, reactions to unfounded beliefs or repetitive “what if” thoughts can also interfere with positive relationships amongst co-workers.
There can be an observable direct relationship seen between productivity and motivation. Therefore, if an employee’s productivity declines it is likely that a lack of motivation will present. Many employees can revert to automatic responses and find themselves just going through motions. This affects “mindfulness” or their awareness of what is presently happening in the moment. The employee can also appear to be in a fog and show disorganization. Customer service suddenly can become compromised.
Employees may not even be aware of how they are presenting or viewed in the workplace. Work performance evaluations, lack of goal attainment, unforeseen errors or disciplinary actions can be interpreted to reflective manager’s leadership abilities toward their staff. Early recognition of such decompensation can be a win-win situation for all.
Passive aggressive responses fall under an umbrella of unhealthy anger. Many people aren’t even aware of such anger as they rely on their own frame of reference to define anger and are still unsure what comprises passive aggressive responses. Employees show passive aggressive responses when they show favoritism, have isolated a co-worker, have been rude and have not revealed their true emotions. Employees have admitted to unresolved conflicts, which have led to acts of revenge.
A rise in workplace demands can influence the risk of the development of more severe challenges if left unaddressed. Everybody has their own day to day personal stressors and it is hard to leave those stressors behind if effective coping skills are not in place. Simply walking through a door does not remove the demands we return to at the end of the work day.
Many people don’t share their feelings of anger openly, so expressions of such anger can be seen through passive aggressive responses. It is not unusual for people to expect others to know how they feel or what they are actually thinking when in reality if we do not share such information others cannot know for sure. This can become extremely destructive. Individuals with ineffective communication and poor coping skills can indulge in substance misuse. Alcohol, benzodiazepine and opiate use are at epidemic proportions in our country.
Answering affirmatively to having such challenges in the workplace can be easily resolved and prevented in the future by simply investing in finding a resolution. Having the proper education to develop an effective plan of action can help both employees and their bosses in creating a more positive work environment.
Creating a healthier environment can be achieved by learning the seven factors that are known to affect adrenal gland responses. These are the physical responses in our body that impact our overall sense of well-being. Underlying anxiety can produce somatic responses such as pain and illness leading to an increase in the amount of call-outs in the workplace. Ineffective coping skills can lead to early retirements and disability claims.
Neuropsychiatric disorders are the leading cause of disability in the U.S as reported by The National Institute of Health. The World Health Organization adds about 23% of all years lost because of disability worldwide is caused by mental and substance use disorders.
Joni Jones
Joni Jones is a board certified psychiatric nurse, published author and motivational educator who developed a curriculum and educational experience that keeps audiences engaged. Joni is a national speaker and has helped many people with tips on managing stress and anxiety and balancing both their personal and work life experiences. Start your path toward success today. For more resources and information visit joni-jones.com.
