How Employees Deal with Stress at Work

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The Good, the Bad, and the Ugly of Employee Hacks and Habits

The American workplace is increasingly creeping into every facet of employee’s lives, which makes it nearly impossible to decompress everyday. Because of the increased demands on time, employees become distracted and have turned to using hacks to cope with stress.

Bridge by Instructure conducted a survey of more than 1,000 office employees across the country to assess their habits in the workplace.

Distracted Working Can Be Costly

  • Employees spend up to 77 minutes per day watching non-work-related TV or online videos while at work.
two clocks showing the 77 minutes non work related tv or videos watched by employees
  • This results in companies losing more than $8,800 per year per employee.
Calendar year pages with -$733.33 on each page representing lost revenue per employee
  • This could cost a company with 5,000 employees as much as $44 million per year.
employee cost times 5000 equals as much as 44 million dollars

Vicious Cycle: Many Companies Create a Culture of Busyness and Burnout

Though employees are distracted at work, their company culture often doesn’t encourage an adequate work-life balance to help them unwind.

  • Only ⅓ of respondents are encouraged by their employer to take PTO.
1 of 3 pairs of glasses highlighted to show that one third of respondants are encouraged to take PTO
  • Only 11% are encouraged to take mental health days.
11% of a human brain highlighted to show the percentage encouraged to take mental health days
  • 78% said working more was an important factor in being promoted.
Bar graph showing 78% believed working more was important factor in being promoted
  • ½ stated that socializing outside of work was also a factor in being promoted.
1 of 2 ramen bowls highlighted to social one half believed socializing outside of work was a factor in being promoted
  • 53% said that engaging in workplace politics was a moderately important factor in being promoted.
53% of two clasped hands highlighted to show the percent that felt engaging in workplace politics was moderately important

Employee Engagement Is a Problem

Today’s employees are overworked, overstressed, and under-rested. Many experience an element of burnout or disengagement with their work as a result. Our results unveil an opportunity for companies to improve career paths and identify areas for growth.

  • 45% are somewhat satisfied with their current role.
Pie chart showing 45% say they are somewhat satisfied with their current role
  • 44% are somewhat satisfied with their current job in comparison to opportunities available at their company.
Bar Graph showing 44% are somewhat satisfied with their job in comparison to what other opportunities are available at their company
  • 25% have 1:1 meetings with their manager bi-annually or less.
1 of 4 people highlighted to show the 25% that have 1 on 1's with their manager biannually or less

Employees Develop Bad Habits to Deal with Stress

Employees may turn to substances as part of the way they manage stressors in the office.

Warm cup of coffee
  • 34% of respondents said their job has increased reliance on caffeine.
Two pieces of candy
  • 9% said they increased their sugar intake.
Two pills outside of a prescription bottle
  • 7% stated they rely on anti-anxiety medication.

Good Coping Mechanisms

Many employees have adopted healthier alternatives to deal with work-related stress.

Person doing a yoga pose
  • 30% use yoga, excercise, or meditation to relieve stress.
Laptop with the moon and a cloud on the screen
  • 44% leave their computers at work during non-work hours.
A smartphone with a tablet
  • 21% leave their work device in another room.

How Can We Help Employees?

Companies can help their employees become less distracted and more productive, less reliant on unhealthy substances, and more able to disconnect by creating a culture that encourages a work-life balance.

As a company, you can improve communication by having frequent 1:1 meetings with employees to help them map out their career aspirations, which will improve employee satisfaction and engagement. Creating a culture where your people aren’t dealing with excessive stress and have opportunities to unplug will improve employee well-being, and eliminate potential revenue losses by ensuring employees are ready to focus when it’s time to work.

Bridge is changing the way employees and managers interact, with the goal of strengthening relationships, improving engagement, and helping innovative HR teams foster a happier, healthier, more productive workplace.

Bridge by Instructure used online survey provider Qualtrics to survey more than 1,000 office employees at U.S.-based companies with more than 250 employees regarding their thoughts on their workplace habits, workplace culture and overall employee engagement.

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2 Birds, 1 Tool: Performance Management and Talent Development with Bridge

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Say hello to Bridge.

The results-centric human capital management (HCM) solution is designed to ramp up your organization’s talent development and performance management. Use Bridge to drive employee engagement and productivity

Here’s how you can use Bridge to drive engagement and productivity:

#1: Ensure 1:1s are well done

Bridge LMS' 1 on 1 feature allows a quick check in with employees

With the 1:1 tool, it’s easier than ever to set up recurring monthly or even weekly check-ins with your team. And both managers and employees can add to the meeting agenda, so there are no surprises and everyone gets a voice.

Bridge LMS' My Team feature helps manage a team
Connect people and boost engagement with monthly check-ins

Boost engagement with monthly check-ins.

Workers who receive regular feedback are 3 times more likely to be engaged.

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Turn the tables on turnover with continuous communication.

Managers influence 75% of voluntary turnover.

#2: Map a clear path to success

Bridge LMS' My Team feature helps manage a team

Bridge Perform’s Employee Timeline makes it easy to set and track worker progress against individual and company goals.

Bridge LMS' Timeline Feature makes tracking work process easy
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Workers need goals in order to crush them

Only 13% of workers feel their managers help them set performance goals.

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Everyone wins when employees can quickly see theirs.

69% of employees say they would work harder if they felt their efforts were better recognized.

#3: Let data drive smarter decisions

From peer assessments to performance metrics, Bridge’s insights have the power to drive decisions that can make or break the bottom line.

Inner Circle feature Bridge LMS' My Team feature helps manage a team Bridge LMS' Goal Performance Feature helps manage team performance Bridge LMS' Skill Coverage Feature makes managing a team easy
Get your gears turning with training and assessments

Combat skills gaps through assessments and training.

Peer assessments can help identify skills gaps, which 89% of executives think can be filled with worker training


Leaders need real insights to make impact.

58% of executives believe their current performance process does not drive employee success.

Bridge the gap between your employees' talent development to your performance management for a happier, more productive workforce.

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