People-thinking behavior in the workplace can be grueling, especially if it stops feeling a choice and becomes a reaction to the knee. Regardless of personal discomfort, be persistent and politely saying that “no” feels hard. Even if your inner monologue asks you to set the boundaries, you get into the “yes” this vicious cycle again and can even threaten the boundaries of working life.
In an interview with HT Lifestyle, Dr. Evelyn Ragel Thomas, clinical director, staff assistance program, Wellness Truworth, shared the reasons behind these people, the consequences are always available in each Beck and the call, and ways that can be returned confidence and be persistent in the workplace.
Causes of pleasant behavior of people in the office
Dr. Evelyn Ragel Thomas explored the roots of pleasant people in the workplace, a common habit from which many employees consider it incredibly complicated. Realizing the reasons for this trend, you can start set healthier boundaries and get confidence.
She shared these main reasons:
- One of the main reasons for preserving people is Fear of failure and dissatisfaction. Employees are worried that giving up the request can Make them without cooperating or disloyal to the team.
- From a young age, many people are conditional to seek approval and avoid conflicts. This behavior is transferred to a workplace where employees often feel what they say cannot lead to professional consequences, intense relationships or reducing opportunities for a career promotion.
- Another common cause Need for verification and approval. Employees with low self -esteem may feel that their professional value is related to how much they contribute and how ready they are to place others. For these people, saying that it becomes a way to prove their competence and value to their leaders and peers. Even if they are overloaded with work, the fear of losing their professional situation prevents them from setting borders.
- Fear of conflict and confrontation It plays an important role in why people are ashamed to say “no”. Employees can worry that the refusal of the request will be perceived as disobedience or laziness. In hierarchical work conditions, where the dynamics of power are noticeable, saying that “no”, the boss may feel particularly terrible. Employees can fear revenge, negative efficiency reviews, or are not noticed for future opportunities.
- Perfectionism Promotes complexity in the established boundary. Employees who are perfectionists often believe that they need to cope with every task to provide the highest quality. They may feel guilty of a delegation of work or giving up the project, even if they are overstretched.
Dr. Thomas gave an example to explain the match: an employee who is already jagged by several terms may be ashamed to refuse the request at the last minute from his supervisor, fearing that “no” will make them look unreliable and incapable. This can lead to poor quality and stress, eventually breaking their long -term characteristics and mental well -being.
As always available affects your mental health
If your reflex has to say “yes” despite your own wishes, you give the impression that you are always available. Over time, this can lead to health problems.
D -R Evelyn Ragel Thomas shared these risks that may come from always available:
- One of the most immediate consequences of overstressing – this Emotional and physical exhaustion. Employees who consistently work outside their potential feel mental fatigue, reduced focus, and Diminished creative thinking.
- It also causes Chronic stress. Stress levels are additionally increased by increasing anxiety. The unpredictability of requests at the last minute or working letters at night creates a constant state of hypervigilance. Employees feel the need to remain “on call” even in personal time, which prevents them from resting. Increased stress hormones such as cortisol and adrenaline support the brain in a state of fight and flight, increasing the risk of developing long -term health problems such as Hypertension, heart disease and weakened immune function.
- If the brain is overloaded with too many tasks and high pressure requirements, the ability to concentrate and contain information is reduced. Employees are more likely to make mistakes, forget important details and struggle against problems. This Reduced cognitive function creates a cycle insufficient work And further stress, as an employee, feels pressure on exceeding the cost, working even more.
- Physically, this state of exhaustion may lead to headaches, muscle tension, digestive problems and sleep disturbance.
- Excessive labor commitments lead to social and personal shutdown. Employees who consistently sacrifice their personal time to work with strenuous relationships with family and friends. They can miss important personal events, feel disconnected from loved ones and feel guilty or resentment. Over time, this can create Emotional numbness and social withdrawal, contributing to Loneliness and depression.
- Anxious disorders It may also appear. Generalized Anxious Disorders (GAD) Can panic attacks develop when employees feel unable to avoid pressure.
- Depression, It can also happen when employees are trapped in the overload cycle and insufficient recognition.
Also read: Stress control strategies for a healthier brain balance and work life
How to be persistent in the workplace
Being persistent is important in the workplace. Do not confuse perseverance with aggressive. Not to mention politely, you set boundaries for your own well -being. Having said yes, all the time comes through your mental and physical health. Saying not in professional conditions should be a respectful tone.
Dr. Thomas shared these tips on how to be persistent in the workplace without spoiling any professional relationships:
- Accept the request: Start by expressing understanding and gratitude for the request. This shows that you are respectful and professional, even with the rejection of the task.
- Give a clear explanation: BURNING WHICH YOU CAN’T CONTACT THE REQUEST. Keep the explanation for actual and professional without overcoming or justifying.
- Offer a solution or alternative: Offering a compromise, helps maintain goodwill by setting borders. Suggest your term or redistribute the task if possible. For example: “I understand that this project is important, but I currently manage three other terms. Can I expand the terms or have another help team members in the project?”
- Set the clear limits: Be transparent about your load and availability to prevent future misunderstandings. Agree on your working hours and reinforce that you are trying to bring quality work within these limits.
- Be persistent, not aggressive: Support a confident tone without sounding confrontational. Keep a conversation focused on load power rather than personal discomfort. For example, “I would be glad to work on this first, but I can’t do it tonight.”
Dr. Thomas concluded that the remission of pleasant people had long-term benefits of mental health, reducing stress and increasing attention. Persistent staff get control over their load, preventing burnout. She illustrated this by an example: an employee who sets a clear working time and resisting the requirements for the last minute feels more in control, leading to better performance and greater work satisfaction.
Also read: How to use positiveness from stress in the workplace?
Note for readers: This article is intended only for information purposes rather than to replace professional medical advice. Always seek the advice of a doctor with any medical issues.
