80% of workers report ‘productivity anxiety’ and lower well-being in new study

In March of this year, I reported on a study showing that anxiety is rising to the number one issue among American workers. The most recent analysis of data from ComPsych Analysis—based on a representative sample of more than 300,000 cases in the U.S.—found that anxiety is now the number one presenting issue among American workers, ahead of depression, stress, partner/relationship, family issues and addiction. and grief among other topics people sought help with.

I recently cited the 2024 results of the American Psychiatric Association’s (APA) annual mental health survey showing that US adults are feeling increasingly anxious. In 2024, almost half (43%) of the American population say they feel more worried than last year, up from 37% in 2023 and 32% in 2022. On a global scale, the APA study finds that Americans are worried about events current affairs (70%), the economy (77%), the upcoming United States presidential election (73%) and gun violence (69%). Other anxiety-provoking issues weighing on the American workforce are global conflict, racism and political conflict, mass shootings, climate-related disasters and a troubled economy. I described an easy and useful tool for alleviating anxiety in a recent article for Forbes.com.

Some employees struggle with “productivity anxiety” every day.

Now there’s more data showing that “productivity anxiety” — the feeling that there’s always more you need to do — is rife in the workplace in this country. A Workhuman study of 1,000 full-time employees found that 61% of American workers say they are productive at work, but it comes at a cost. A total of 80% report having “productivity anxiety” and over a third have it several times a week.

“Productivity anxiety” is highest among Gen Z with 30% battling it every day and 58% having it multiple times a week. Meeting deadlines is the leading indicator of having a “good day” (68%), and making mistakes tops the list as a sign of a “bad day” at work (49%).

I spoke by email with Dr. Meisha-Ann Martin, senior director of analytics and people research at Workhuman. Martin told me that “productivity anxiety” is a global phenomenon, and that Americans in particular are obsessed with productivity and a culture of hustle. She recognizes that our obsession with productivity prioritizes output over well-being, leading to burnout, stress and a reduced quality of life. Martin believes the challenge is finding a balance that promotes efficiency and success without compromising mental and physical health.

“Spurred by the tech boom of the 1990s, the rush culture has glamorized overwork, promoting the idea that constant productivity is a badge of honor that lies at the cornerstone of success and innovation,” she says. “This narrative teaches employees that in order to achieve their professional goals, they must constantly strive to perform better, often at the expense of personal well-being and mental health.”

Widespread vacations have also had a big impact on productivity anxiety and well-being, according to Martin. “Over a third of respondents say they are either personally affected by layoffs or work in an organization that has had layoffs in the past year,” she points out. “In addition to causing anxiety about job security and reducing trust between employees and employers, layoffs can also increase workload concerns. Layoffs often transfer additional responsibilities to remaining employees, increasing their stress and pressure to take on more work to protect against potential layoffs in the future.

The costs of America’s productivity obsession

The American Institute of Stress reports that workplace stress costs American employers more than $300 billion annually through absenteeism, turnover, decreased productivity, and direct medical, legal, and insurance costs. Ironically, the WHO estimates that depression and anxiety cost the global economy $1 trillion a year in lost productivity.

In terms of psychological costs, Martin acknowledges that the relationship between employee well-being and productivity is complex and multifaceted, adding that “productivity anxiety” can lead to feeling dissatisfied with progress or overwhelmed by an endless list of tasks and a fear of failure. “When a person’s desire to achieve is motivated by self-doubt or fear, it can lead to ongoing psychological and physical stress,” she notes. This strain not only affects the individual, but can also permeate team dynamics and ultimately shape the culture of an entire organization.

What employers should do to mitigate the problem

1- Set clear expectations and goals. Martin emphasizes the importance of people leaders setting clear expectations for what “productivity” means within their team and the larger organization. “Work with employees to set realistic goals that align with broader business objectives,” she suggests. “Additionally, prioritize tasks by identifying what is most impactful or urgent and making sure team members have a clear understanding of those priorities. This approach not only reduces uncertainty, but also increases focus and productivity among the team.â€

2- Give frequent recognition and feedback. Martin cites recognition and feedback as crucial roles in alleviating productivity anxiety. “Respondents globally indicate that being recognized or appreciated for their work, receiving more frequent feedback and a clear understanding of their impact on business goals are the most effective ways to reduce productivity anxiety,” explains she. “Our studies consistently show that employees who receive regular appraisals experience lower levels of burnout and higher levels of well-being. While recognition does not change workload, it reassures individuals about their performance and reduces some of the subjective aspects of productivity anxiety. This fosters a positive work environment where employees feel valued, motivated and confident in their contributions.â€

3- Check-in regularly. Martin recommends moving beyond traditional annual or quarterly reviews by implementing an ongoing performance management process. “This modern, human-centered approach emphasizes promoting, evaluating, and improving employee performance through regular, targeted reviews that focus on both the person and their work,” she insists, suggesting that leaders “Create milestones actioners who follow and celebrate progress rather than project completion.Managers also need to be taught how to create a sense of psychological safety where employees can truly feel.Creating a workplace where employees feel safe and valued leads to healthier, more sustainable productivity that benefits everyone – not just the bottom line. It’s about creating workplaces that prioritize human needs, aligning them with organizational goals to foster a culture of performance that is how humane and effective.

4- Promote rest and well-being. Martin advises on educating employees about wellness benefits and the tools available to them. “Encourage the use of paid time off, actively listen to the challenges employees face in managing their workloads, and be on the lookout for signs of burnout,” she concludes. Promoting a balance between work and rest is key to maintaining a healthy and productive workforce.â€