The materials industry recorded the highest rate of exhausted employees at 56%; followed by banks (53%); chemical - manufacturing (49%); pharmaceuticals and health care (45%); construction - architecture (44%).
Not only limited to some specific occupations, stress has become a common problem in the labor market.
Many complex factors contribute to prolonged stress such as: Financial pressure due to income not keeping up with inflation rates creates a significant burden for workers. The overloaded workload with tight deadlines makes employees always in a state of stress. Lack of transparency in the working environment, complicated and unclear working processes, along with lack of recognition from management levels, are also significant stressors. In addition, economic instability and the risk of global recession create a mentality of anxiety and insecurity for workers.
Anphabe believes that stress not only affects work performance but also directly affects the physical and mental health of employees. Prolonged stress increases the risk of cardiovascular diseases, sleep disorders and immune degradation. mentally, stress and burnout reduce the level of happiness at work, making employees unmotivated, easily irritable and having difficulty maintaining a balance between work and personal life.
In addition, the survey also shows a clear correlation between stress frequency and employee happiness indicators. When stress levels increase, indicators such as motivation to work, emotional connection, reasonableness, volunteer effort and commitment to the company all decrease significantly. This leads to an increase in the rate of voluntary severance pay, as employees seek healthier work environments, even if that means accepting lower salaries.
In that context, Anphabe believes that to protect employees and ensure the sustainable development of the organization, businesses need to proactively implement comprehensive solutions such as: Management of workload appropriately, limiting overload, allocating work fairly and placing clear expectations for performance; enhancing psychological support by building psychological counseling programs, supporting mental health and creating space for employees to express pressure; improving the culture of recognition through fair assessment and recognition of employee contributions, promoting cohesion in the organization.
In addition, it is advisable to build a flexible working environment by encouraging a working model that helps employees balance work and personal life. Training stress management skills when equipping employees and managing tools to help control stress, improve the ability to adapt to work pressure.
