November 7th 2024.
Have you ever found yourself putting on a fake smile at work? As Brits, we are known for our stiff upper lip and the famous wartime phrase "keep calm and carry on". While this may seem admirable, the truth is that constantly pretending to be okay can take its toll. In the workplace, this is known as "pleasanteeism" and it's something many of us have either witnessed in our colleagues or have been guilty of ourselves.
Pleasanteeism, a term coined by medical cover provider Lime Global in 2021 during the height of the Covid pandemic, refers to the act of concealing our stress or need for support in order to power through with a smile on our face. Surveys have shown that in 2021, 51% of UK staff felt the need to put on a brave face in front of their colleagues. And as the years passed, this number only increased, reaching 75% by the following year. This can be attributed to ongoing concerns about the cost of living, geopolitical uncertainty, and burnout, all of which are still prevalent in 2024, making pleasanteeism a common occurrence in the workplace.
Do you find yourself experiencing pleasanteeism? Do you feel ashamed to cry at work or always respond with "great!" when someone asks how you're doing, even when you're feeling awful? Have you ever avoided raising an issue because you don't want to seem difficult? Or perhaps you've taken on extra work when you're already overwhelmed and find it impossible to say no or ask for help? These are all signs of pleasanteeism, according to career and education expert Robbie Bryant from Open Study College.
Bryant explains that it often starts with employees trying to maintain a positive attitude in order to get ahead. However, this can quickly spiral out of control as they take on more tasks and responsibilities, leading to mistakes and increased stress levels. To put it into perspective, imagine the employee as a can of Coke. With its contents tightly sealed inside, every time it gets knocked about, the pressure builds until it eventually explodes.
Aside from the individual's desire to come across positively, workplace culture also plays a significant role in creating this ticking time bomb. As careers expert David Overmars from CVWizard points out, in many companies, it's not common to see managers or colleagues openly discussing their own stress levels. This can make it easy for individuals to feel like they are the only ones struggling and, as a result, keep their feelings to themselves. In such environments, everyone puts on a brave face, even if they are struggling internally.
But this doesn't just affect the employees; it's a lose-lose situation for both employees and employers, according to Flexa CEO and co-founder Molly Johnson-Jones. In the worst case scenario, pleasanteeism can lead to burnout or force employees to take sick leave. At best, it can result in disengagement or employees quitting. Tina Chander, head of employment at Wright Hassall, adds that if an employee does decide to submit a formal grievance and pursue a tribunal claim as a result of feeling forced to resign, it can have costly consequences for the employer, both financially and reputationally.
If any of this sounds familiar to you, don't worry, all is not lost. According to careers expert and co-founder of PushFar Ed Johnson, releasing some of that pressure can help. This can be as simple as chatting with someone who isn't your manager, such as a manager from a different department or an external mentor. This can help build your confidence and make it easier for you to speak up in the future. However, if the situation has become too toxic due to a toxic workplace culture, more serious action may be necessary.
Tina advises documenting any incidents where employees are discouraged from speaking up or bullied into silence and checking your employer's anti-bullying policy for information on seeking support. If there is no policy in place, you should talk to HR or your manager. And if you feel that your concerns are not being taken seriously or resolved, you have the right to file a formal grievance and escalate it if necessary.
As for managers, David stresses the importance of setting a good example. This includes openly discussing their own mental health with colleagues and creating an atmosphere of collaboration. Ed also emphasizes the importance of managers promoting mentorship and listening to their employees without judgment. They should also be open about their own mistakes, as nobody is perfect.
Do you have a story to share about pleasanteeism in your workplace? We would love to hear from you. Get in touch by emailing us at [email address]. Remember, it's important to feel able to express our needs and issues at work without fear or shame. Let's work towards creating a healthier and more supportive workplace for all.
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