As we celebrate International Stress Awareness Day on November 2, 2024, being a professional is no walk in the park amid the bevy of stress-inducing situations in today's workplace. The emergence of new technologies to learn and the rapid digital transformation at work can result in technology fatigue for employees, who are already bogged down by other professional responsibilities and personal troubles Plus, the remote and in-office tug-of-war, along with the economic and political turmoil are leading to cognitive overload and career stress.

Any office larger than two has workers struggling with cognitive overload -- when employees are bombarded with overwhelming amounts of information and job demands that become greater than their minds can integrate.

According to the World Health Organization, an estimated 12 billion working days are lost every year to depression and anxiety at a cost of $1 trillion per year in lost productivity. Excessive workload and under staffing is a leading culprit. Despite these numerous pressures, employers can take several relatively simple steps to alleviate these stressors for their employees.

I spoke with Jennifer Franklin, Medallia vice president of product. She told me that streamlining workflows, investing in training, encouraging regular breaks and ensuring equitable workload are among the steps organizations can take to mitigate cognitive overload and decrease burnout.

In today's fast-paced world, Franklin acknowledges that employees face a constant influx of information, both at work and in their personal lives, making it challenging to discern what's truly relevant and important.

"At Medallia, we promote the use of streamlined communication channels that prioritize concise, relevant messaging while minimizing unnecessary notifications," she says. "We also encourage employees to tailor their notification settings and establish boundaries to enhance focus and productivity. Setting aside dedicated time each day to review and respond to messages can further help reduce constant distractions, enabling employees to stay engaged and focused on their priorities."

According to Franklin, investing in employee mental health is no longer optional. "It's essential for sustainable success, especially amid today's economic and geopolitical uncertainty," she declares. "Companies that prioritize mental health are not only enhancing their reputation but also achieving tangible business benefits. At Medallia, we strive to empower our clients by unlocking the potential of their workforce. This goal can only be met when employees feel safe, supported and valued."

"Research consistently shows that prioritizing mental health leads to significant improvements in employee engagement, which in turn fuels innovation and cultivates a vibrant, dynamic work culture," Franklin points out.

"In times of economic uncertainty and political instability, employee productivity is particularly vulnerable to stress and anxiety. Therefore, providing access to mental health care, alongside offering workshops on time management, stress reduction and coping strategies, can be instrumental in maintaining morale and productivity. These efforts not only support employees' well-being but also contribute to a resilient and high-performing organization."

Franklin notes that the traditional work model, where employees left their work tools and responsibilities at the office, has transformed dramatically. "Today, work often extends into personal time, with many employees juggling tasks across a variety of digital platforms," she continues. "This shift is amplified by the changing dynamics of modern households, where dual-income families and increased workloads are common. As a result, work expectations have escalated, while the hours in a day remain unchanged."

She believes employers can establish "focus hours" -- dedicated times when meetings and interruptions are minimized -- to support employees' productivity and well-being. This approach, she argues, allows employees to dive into deep work without distractions, adding that creating a culture that values regular breaks is also essential.

"Encouraging employees to recharge throughout the day fosters focus and prevents burnout," Franklin says. "Techniques like the Pomodoro Method, which alternates 25 minutes of focused work with 5-minute breaks, can help maintain energy and productivity. At Medallia, we offer our employees 'Focus Fridays' which limits the number of internal meetings, and we offer quarterly mental health days which has supported our vision of embracing all of our employees' differences and allowing them to bring their whole self to work."

In a world filled with back-to-back meetings, she insists that it's wise to reassess which meetings are necessary and which tasks can be accomplished through a quick message or note. She states that small changes can make a significant difference in creating a more balanced, sustainable work environment and reduce the cognitive load.

Franklin says that while the goal is often a balanced workload across teams, the reality is that some employees carry more than their fair share. "For managers, it's essential to evaluate whether this imbalance stems from differences in efficiency and expertise or from a genuinely uneven distribution of work."

She underscores that today's wealth of data -- ranging from work and meeting schedules to feedback and interaction metrics -- offers leaders valuable insights. She adds that consolidating this information provides a holistic view of team dynamics, efficiency and productivity.

"By leveraging these insights, and understanding factors that are happening outside the walls of your organization, leaders can proactively adjust workloads, address burnout risks and prioritize tasks more effectively, ensuring a sustainable work environment for everyone," Franklin concludes.

Cognitive overload is leading to rampant burnout but not just among employees. Many workers mistrust HR, questioning if it's broken beyond repair, as they struggle with companies wrestling with ineffective people strategies. From managing remote work policies to dealing with workplace incivility and DEI initiatives, HR professionals are faced with unprecedented cognitive overload, burnout and criticism.

Managers are not immune, either, with 36% reporting alarming levels of stress and burnout this year. According to The Workforce Institute, managers have a greater impact on someone's mental health than a doctor or therapist. No wonder Gallup found that managers are more likely to be stressed, angry, sad and lonely than non-managers, given the huge responsibilities that fall on their shoulders, coupled with the challenging economic, political and social climate.

So, is the solution to dismantle HR and ditch middle managers? A recent New York Times article on employee frustrations with HR struck a nerve with Jenny Dearborn, chief people strategy officer at BTS. Dearborn says she believes the solution isn't to dismantle HR but to empower CEOs to redesign it.

And Jamie Aitken, vice president of HR transformation at Betterworks, told me through email that without the support of managers, employees would struggle with clarity, direction and personal growth. "The benefits of investing in the development of managers -- by providing them with the right tools and technology -- are far greater than simply eliminating them," she concludes.