Is there crisis fatigue in your workplace? If you’re uncertain, this phenomenon is likely affecting your workplace, with some employees silently struggling. When individuals endure high levels of stress for extended periods without effective coping mechanisms, it can negatively impact their mental health and how they engage, interact, and perform their roles.
Since 2020, the average worker has faced a significant increase in crisis load, beginning with the pandemic and compounded by inflation, geopolitical tensions, and recessions. The pervasive nature of stress conveyed through social media, news outlets, and everyday conversations amplifies this effect, creating a continuous drain on mental resources.
Crisis fatigue is a non-clinical term describing the overwhelming weight of prolonged stress, regardless of its source. Long-term stress (i.e., allostatic load) wears down the mind and body, negatively impacting individuals’ neurotransmitters and hormones.
When a person does not have time to recover from stress, it can result in mental and physical exhaustion, disrupt sleep and appetite, and increase their risk of feeling helpless, empty, and numb. They may experience interpersonal disruptions because they may have low empathy, withdraw from others, and struggle to engage in work and home activities.
The human body is designed and equipped with a fight, flight, or freeze response to handle short bursts of danger. However, when this response is activated frequently over extended periods, it exposes individuals to prolonged levels of adrenaline and cortisol.
Without periods of relief, the conscious and unconscious mind perceives constant threats, leading to persistent activation of stress hormones. This ongoing stress can overwhelm the nervous system, diminishing one’s ability to cope effectively.
Affected individuals may resort to at-risk behaviors such as alcohol or drug use, gambling, or binge eating to distract and soothe their minds. Understanding the root causes of crisis fatigue is essential for developing effective strategies to mitigate its impact in the workplace and support employee well-being.
A collaborative approach to mitigating crisis fatigue
Once employers and HR professionals understand crisis fatigue, mitigating its risk requires a two-way accountability system with employees. All parties must create a supportive environment that encourages recovery and resilience.
Employers and employees can use the following tips to foster this collaboration, emphasizing the importance of lessening crisis fatigue and supporting employees struggling with low to severe levels.
When ignored, crisis fatigue can cause mental harm, potentially leading to mental injuries or illnesses that may put employees off work or distract them on the job, resulting in mistakes and serious accidents.
What employers can do
- Encourage time off: Promote a culture where taking breaks is valued. Encourage employees to utilize their sick days and leave policies to rest and recharge, recognizing that recovery is crucial for long-term productivity.
- Promote the benefits of limited media exposure: Educate employees on the benefits of disconnecting from news and social media, especially traumatic news such as wars and other tragic events, during and after work hours. Consider implementing “media-free” days or encouraging mindfulness practices to reduce anxiety linked to current events.
- Provide mental fitness programming: Support employees in developing micro-skills to cope with stress. Monitor psychosocial factors like staffing levels and work demands that may be draining them, and redesign processes to enhance the employee experience.
- Educate about mental health supports: Ensure employees know about available resources within the organization and the community. These might include employee assistance and benefit programs (i.e., access to a psychologist) or local organizations that help individuals address financial challenges (i.e., debt management).
- Promote a culture of trust: Create a caring culture that fosters an environment where employees feel comfortable discussing their struggles. Conduct regular check-ins that allow for open dialogue on mental well-being and provide access to mental health professionals if needed.
What employees can do
- Make resting and taking breaks a priority: Prioritize time off from work to rest and recover from daily life stressors. Utilize sick days or vacation time to step back and recharge emotional batteries.
- Disconnect from media: Take breaks from news and social media. Set aside days or times to unplug, allowing your mind to reset and reduce feelings of being overwhelmed.
- Establish a mental fitness routine: Create or maintain a daily routine focusing on positive emotions and well-being to charge your mental battery. A structured mental fitness program can promote the value of regular sleep patterns and provide a sense of emotional control to improve coping skills for navigating stress.
- Learn that asking for help is a good decision: Develop the insight that one does not need to face life’s challenges alone. It is OK to ask for assistance from friends, family, or colleagues. Whether practical help like grocery shopping or emotional support, connecting with others can provide relief. Break down the stigma of asking for emotional support—it is no different than asking for physical help. The goal is the same: to feel better.
- Explore new passions and hobbies: Engaging in activities that bring joy and distraction creates positive energy. New hobbies can provide outlets for stress and encourage creative thinking during challenging times.
