Do social attempts to build stronger teams lead to anxiety for employees?

As part of a global focus on being more conscious of employee wellbeing and occupational health (mental and physical), leadership teams are reflecting on what they can do to build stronger teams, create better relationships, and promote positivity in the workplace, all with the aim of developing the productivity and efficiency of their task forces.

In work, many employees are confidence in their role, know they are competent and can work productively getting work done to a high standard. However, this confidence comes from knowing their job, being able to do it and keeping their home life separate from work. They know the office environment, the times of the day, the expectations placed upon them and the strategies they can use to get their tasks for the day completed. They know where things are, which systems to use, who to ask for help and what to do if they are struggling. Put these people in a social situation, however, where they have to make small talk, give information about their personal lives or go somewhere they may not feel comfortable, and the anxiety can set in.

Having to talk to their bosses in social situations, having to eat and drink with people they barely know and having to feign an interest in people for the sake of being ‘sociable’ can put extra pressure on employees and push them out of their comfort zones. This can be exacerbated by incentives such as an open-door policy, forced work socials or team lunches, and even team meetings can be overwhelming or intimidating for some.

Social anxiety – what is it?

Anxiety, simply put, is fear of the unknown and it can be triggered by new situations, events which the person deems themselves as ‘not good at’,  or something out of their comfort zone. Traveling to a new place for a meeting, not knowing where to park if they arrive late, meeting new people, networking, presenting, interviews, and social events can all cause anxiety at work.

This anxiety can cause mental fog, lack of focus, panic attacks as well as physical symptoms such as digestion issues, breathing problems, a fast heart rate, increased blood pressure and sweating. Most people are aware of their anxieties and either find ways to avoid things they are anxious about, or force themselves to do them as they have no choice through work. However, there is a grey line when it comes to work social events and what is expected.

In an attempt to bring teams closer together and to create a strong community in the workplace, an easy, cheap and efficient way of doing this is by creating a more ‘social’ atmosphere to allow employees to connect on a deeper level. Unfortunately, however, for some employees, this is very uncomfortable, as it increases the anxiety felt around social occasions and takes people out of their comfort zones. For the introverts out there, or the people who compartmentalize work, mixing socializing and work can be confusing and stressful.

 Here are a few reasons why these options do not benefit all employees:

Work lunches, social nights out, annual events and award ceremonies outside of work

Walking into a social event alone and finding somewhere to stand or sit can be hugely overwhelming for many people and can be enough to deter them from going out. If you do not have a friendship group from work or a team that sticks together, any social event can be very stressful, especially if it is loud, in an environment you are not comfortable with or you panic about what to say to people outside of work. Perhaps you are not confident in your social skills or you do not enjoy being in bars or restaurants. Perhaps you are unhappy at work and do not trust that you will not say how you really feel to the wring person. Perhaps you have anxiety around eating or drinking and you do not want your work colleagues to see this side of you.

Open workspaces and No door policy inside the office

For introverts or people who need silence to focus and work efficiently, these large open workspaces can be overwhelming and intimidating for so many people. The noise, the constant availability, the inability to hide anywhere or be alone and the distractions people have from seeing what others are doing can be off-putting and not conducive for effective output. If there is a gossip culture or staff who are always away from desks or taking breaks, it can be difficult to focus or not feel like you are missing out for simply wanting to get on with your tasks and get the work done.

Possible solutions – what can leaders do to ensure employees feel valued without forced socializing?

• An understanding that not everyone is comfortable in social situations
• An understanding that not everyone has lives conducive to social events as they have to factor in finances, childcare and distance from home
• Making all staff feel valued in their roles without having to leave the office environment to do so
• Thank-you cards, emails and certificates
• Making all social events optional
• Subsidising events so all employees can participate regardless of financial situation
• Survey staff and ask what they prefer to do in order to feel valued and trusted
• Provide food and drinks in the office for staff to help themselves to, rather than forcing them to sit in teams or in a communal area to eat (when it is provided)
• Ensure there is a way for employees to raise concerns or speak to leadership through their approachability and great communication skills, rather than forced meetings or events
• Investing in an app or an email system for staff to communicate concerns, worries, positive days if needed
• Knowing employees and their learning styles, what they are open to and what makes them uncomfortable
• Having a cultural awareness to understand the wishes of your employees where food and drink is concerned

So much in great leadership comes from knowing your team, having the people skills to understand their personal circumstances and to have a strong level of cultural awareness when planning social occasions and large team events in the workplace. It does not mean the team do not get on or work well together if few people opt to attend events out of work. It does not mean they do not feel valued or want to produce work to their best ability, it can simply be that they are socially anxious, their circumstances in their private life do not allow for socializing or they do not wish to mix work and pleasure.

My advice would be for leaders to continue organizing social events for those who enjoy them but to have an awareness that they are not enjoyable for everyone and that for those who do not attend, there are alternative ways for them to feel valued and appreciated in the workplace.