Having discussed stress and engagement, it is notable that there is research to suggest that engagement and positive outcomes are not always related.105 In fact, some of a firm’s best-performing workers may actually be less satisfied. A limited amount of anxiety and dissatisfaction can bring focus and attention, can create more diversified and critical thinking, thus limiting groupthink. The key with stress is to have just the right amount, which will vary from individual to individual. The real application comes from ensuring a more individualised approach to managing and supporting workers. It is impossible to rid a workplace of all stress. And interpretation and perception have roles to play in how workers experience stress too. In some organisations, employees cannot say they have a problem, but instead they reframe everything as a challenge. The same organisations do not speak of stress – they speak of challenges to be solved or removed and then there is no (dis)stress, only eustress. Perhaps the language and descriptors are impacting perceptions more than have yet been considered.

Reflection question 

Next time you describe yourself as stressed, ask where is this coming from? Is it my own expectation or someone else’s?