Let’s cut out the pleasantries: Combating Pleasanteeism in the Workplace

Maintaining a positive outlook is important, butbeing compelled to act pleasant can lead to burnoutand a toxic work environment. By adapting well-planned strategies, workplaces can transform their environments into spaces where employees feel safe to express their true selves

Pleasanteeism is a term that describes the act of pretending to be happy and engaged at work when, in reality, an individual is struggling. This facade can stem from various factors, including workplace culture, fear of judgment, or a desire to fit in. While maintaining a positive outlook is important, excessive pleasanteeism can lead to burnout, decreased productivity, and a toxic work environment. So, how can individuals and organisations combat this issue? Here are some effective strategies.

Recognising the Signs

Before diving into solutions, it’s essential to understand what pleasanteeism is. It’s not just about putting on a smile. It involves suppressing genuine feelings, which can lead to emotional exhaustion. Employees may feel pressured to conform to a culture of positivity, even when they are struggling. This pressure can be detrimental to mental health and overall workplace morale.

For both individuals and organisations, recognising the signs of pleasanteeism is crucial. Common indicators include:

• Emotional Withdrawal: Employees may become disengaged, even if they appear cheerful.
• Increased Stress Levels: There may be a rise in anxiety or stress-related issues.
• Declining Performance: Productivity may decline as individuals mask their true feelings.
• High Turnover Rates: Employees may leave due to feeling unsupported or misunderstood.

Strategies for Individuals

1. Embrace Authenticity:Individuals should strive to be authentic. This means acknowledging their feelings and expressing them in a constructive manner. It’s okay to admit when you are not feeling well or when you are struggling with a project. Authenticity fosters trust and encourages open communication.
2. Set Boundaries:Setting boundaries is essential for mental well-being. Individuals should learn to say no when they are overwhelmed. This not only protects their mental health but also ensures they can focus on their responsibilities without the added pressure of taking on more than they can handle.
3. Seek Support:Don’t hesitate to seek support from colleagues or supervisors. This could involve discussing workload issues or sharing feelings of being overwhelmed. Building a support network can help individuals feel more connected and less isolated.
4. Practice Self-Care:Engaging in self-care is vital. This can include physical activities, hobbies, or mindfulness practices. Taking time for oneself can help recharge emotional batteries and reduce the effects of stress.
5. Encourage HonestConversations:Start conversations about mental health and emotional well-being. Open discussions can help normalise feelings of stress and anxiety, making it easier for others to be honest about their experiences.

Strategies for Organisations

1. Foster a Supportive Culture:Organisations should cultivate a culture that values authenticity and vulnerability. This can be achieved by encouraging employees to share their true feelings without fear of judgment. Regular check-ins can help employees feel valued and heard.
2. Implement Training Programs:Training programs focused on emotional intelligence can help employees recognise and understand their feelings. Workshops on communication and mental health can also equip individuals with the tools they need to express themselves openly.
3. Promote Work-Life Balance:Encouraging a healthy work-life balance is crucial. Organisations should promote flexible working arrangements. This could include remote work options or flexible hours. When employees feel they can manage their personal and professional lives, they are less likely to resort to pleasanteeism.
4. Provide Mental Health Resources:Providing access to mental health resources is essential. This could include counselling services, stress management workshops, and mental health days. When employees know that support is available, they are more likely to seek help when needed.
5. Lead by Example:Leadership plays a pivotal role in combating pleasanteeism. Managers should model authenticity and vulnerability. When leaders express their feelings and demonstrate self-care practices, it sets a precedent for others to follow.
6. Create Open Feedback Channels:Organisations should establish open feedback channels where employees can express concerns without fear. Anonymous surveys or suggestion boxes can encourage honesty and provide insights into employee well-being.

It’s all about creating a culture

Combating pleasanteeism requires a concerted effort from both individuals and organisations. Organisations that prioritise mental health and open communication will not only reduce pleasanteeism but also cultivate a more engaged, productive workforce. By adapting well-planned strategies, workplaces can transform their environments into spaces where employees feel safe to express their true selves.In the end, it’s about creating a culture where everyone can thrive. The journey may be challenging, but the rewards are well worth the effort.

Acknowledgements:

www.forbes.com

www.worklife.news