Within the limit of normality, a human being spends 8 to 9 hours in their work environment, that is, more than half of the useful day (time that does not include the act of sleeping). The majority of interactions, relationships, challenges and decisions we make during the week occur in the company (or any employment organization), which is why work dynamics have a non-negligible effect on our general well-being.
Despite the hierarchies established in a company (consciously or unconsciously) we do not stop being human beings and, therefore, impulsive and confrontational by nature, unless both cognitive styles are worked on professionally. In other words, It is very normal for conflicts to arise in the work environment, which leads to clear psychological exhaustion Below we will see the bases of this condition and how to avoid it.
Psychological consequences of psychological exhaustion due to work conflicts
The presence of habitual problems due to labor conflicts usually give rise to psychological alterations that can be expressed in different ways, constituting or not constituting psychopathologies. Burnout syndrome is the most characteristic phenomenon
Burnout syndrome
Burnout syndrome, occupational burnout or occupational burnout syndrome is a term that is increasingly used in professional and psychological environments, in order to exemplify the effects that poor work management has on workers. In other words, it is a syndrome resulting from chronic stress in the long-term work environment, manifested in the form of physical/psychological exhaustion, negativity, cynicism and negative feelings directed at everything that has to do with work
In any case, it should be noted that this clinical entity has not been recognized by the American Psychological Association (APA) in its work “Diagnostic and Statistical Manual of Mental Disorders” (DMS-5), published in 2013. Therefore , is not always considered a real syndrome or disorder, as are major depressive disorder or generalized anxiety disorder (GAD), with similar symptoms but not focused solely on the work environment.
Even so, it is worth noting that the International Classification of Diseases (11th edition) of the World Health Organization (WHO) does conceive Burnout syndrome to a certain extent, at least since 2018. According to this global entity, this arises as a result of chronic stress in the workplace that has not been managed successfully characterized by three different dimensions:
In any case, the WHO warns us that this condition This is an “occupational phenomenon”, not a clinical entity or psychiatric illness Furthermore, these symptoms should only apply in the work environment, not in other vital areas. Be that as it may, the fact that this amalgam of feelings crosses the pathological terrain or not is not very relevant: it exists, so it must be treated or addressed, whether it is a pathology or not.
How to avoid psychological exhaustion during a work conflict
There are many sources of conflict in the work environment: poor communication, different values, diverse interests, lack of resources, personality clashes or lack of professionalism on the part of some member of the dynamic, among many others.
One of the most effective short-term methods to avoid conflict is to simply ignore the source (hiding our heads in the sand). Confrontation is often seen as a sign of courage and initiative, but in some cases, it is true that it is not even worth it.
It is necessary to weigh the pros and cons of the mental battle that is going to take place in the work environment , since the worker has often “lost” the conflict before starting a hierarchical difference. As many professionals say, “sometimes it is easier to change the company than to change the company.”
In any case, without a doubt the best way to avoid a crisis of interests is collaboration, dialogue and commitment. Here individual emotional intelligence comes into play, since it is almost always possible to reach a middle point between both sides without needing to hurt the other person and try to step on their interests. Remember that empathy and intelligence are not based on convincing the other person of your ideals, but rather on understanding their motives and trying to fit them into your own personal agenda. It is better to leave the “yes, but (…)” at the door and really listen.
If dialogue is not possible, there are behavioral techniques aimed at assertiveness , like “the broken record.” If a person is insistent after a refusal, it is best to stay on the main idea and not ramble. Don’t try to make excuses or change your reasoning: no means no, whether you say it once, twice or 200 times. “Thank you for your offer, but I don’t feel like it”, “I just told you that I don’t feel like it”, “for the last time, I don’t feel like it and I would appreciate it if you would stop insisting”.
The more loopholes and excuses are found (I can’t now/maybe later/ask in a while), the more the central message is diluted.
The difference between conflict and harassment
It is very difficult to deal with this topic without contextualizing it, since each situation is different and the difference between normality and crime is often conspicuous by its absence. In any case, it is estimated that one in two women has suffered sexual harassment throughout their lives in the world, and of all cases, 32% occur in the work environment
Things get even worse when we discover that the perpetrator of the harassment is the boss in 61% of the cases and 65% of workers leave their job to put an end to the dynamic, before reporting it (only 8% do so).. 80% of people harassed in the workplace have anxiety, 52% suffer panic attacks and half are diagnosed with clinical depression if the situation lasts long enough.
With these statistics, we want to emphasize that Psychological exhaustion during a labor conflict cannot be confused with harassment, especially perpetrated by men in positions of power towards “subordinate” women , who are conceived as more vulnerable and dependent. If there is enough evidence, the best option will always be to file a complaint with the police and end the situation legally.
No matter how superior a person is in the production chain, their freedoms and rights are governed by the same bases as those of the rest of the population. Remember: in a situation of harassment and psychological violence, not even the most powerful is untouchable at the judicial level.
However, these cases of harassment at work are not detected, little can be done. That is why it is important to adopt measures to locate these situations and demonstrate that they exist, for which it is essential to explore not only the physical and/or medical part, but also the psychological part. If you are looking for psychological assistance in this area, contact us.
