What are the reasons for misery at work?

An ever-increasing number of representatives feel unwell at work. To manage it, understanding its causes is significant. So how about we find out what the examinations say regarding this matter? 

In recent years, and even more so with the health crisis, the number of employees declaring one form or another of ill-being at work has increased sharply. The many surveys published in recent months confirm this impression of an epidemic malaise in the world of work: 90% of employees say that their work has an impact on their mental and psychological health, 64% in psychological distress, 63% in burn-out, 74 els psychologically absent at work.

Since 2010, the DARES (Directorate for Animation, Research, Studies, and Statistics) has conducted several long surveys of French workers in order to identify the psychosocial risks to which they are exposed during their work. Published two years later, the report provides an initial inventory of malaise at work and its causes.

The multiplicity of causes of malaise at work. 

Lack of time, high workload, and physical difficulties are among the factors contributing to the unhappiness of a certain number of employees. But contrary to what one might think, the intensity of the working conditions or the physical difficulties linked to the work environment is not necessarily the first factor of ill-being at work.

The factors having the strongest impact on well-being at work are rather so-called “psycho-social” risks that bring together relational, emotional, interpersonal, and value issues. Ill-being at work is therefore caused by the conjunction of a multitude of factors, physical, organizational, personal, and emotional.

Psychosocial risks: main causes of malaise at work

In the DARES data, we see that the “emotional demand” weighs twice as much as the intensity of work on the well-being of employees, and constitutes the main factor contributing to professional malaise. However, studies on this subject show that the injunction to erase emotions has negative consequences on the psychological and even physical well-being of employees.

Difficulties in reconciling private life and professional life rank just behind among the factors contributing to unhappiness at work. 10% of employees say they have trouble balancing work and professional obligations, and many say they have to think about it outside of their working hours. Next, come conflicts of ethics and values: 9% of employees say they are led to do things that they disapprove of in their work. Many employees also report feeling a disconnect between their ethical aspirations and their professional activities.

From relational causes to the malaise

Ill-being at work can also be caused by relational difficulties at work: situations of conflict, and moral or sexual harassment, are often events that trigger acute ill-being in the company. Conversely, good professional relations are a factor of well-being for many employees, who consider in particular that their relations with their colleagues are essential to their well-being in the company.

According to an OpinionWay survey, nearly 9 out of 10 employees consider that their well-being at work largely depends on the good relations they have with their colleagues and the friendly atmosphere between the teams. The feeling of seeing one's work recognized and one's contribution valued are also factors of fulfillment at work.

Finally, it must be understood that the psychosocial risks and the various causes of malaise at work are often interconnected, as confirmed by the analysis of the INRS (Health and Safety at Work). A heavy workload often leads to difficulties in reconciling one's private life with one's professional life, which can create tensions with management.

High emotional demand is often linked to conflicts of values ​​or ethical considerations, disagreements regarding the management of professional missions, etc. Consequently, it is also difficult for managers (who are often extremely poorly trained to manage psychosocial risks) to manage these issues which go beyond the strict framework of professional supervision.

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