Integrating proven methodologies can help reduce anxiety at work.
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Across the country, workplace anxiety has been steadily climbing. According to the American Psychological Association, 77% of workers report experiencing work-related stress, and nearly three in five employees say work negatively impacts their mental health. Meanwhile, global research from Gallup has found that employees experiencing high workplace stress are significantly more likely to disengage or leave their jobs, costing companies billions annually in turnover and lost productivity. But that same research shows something hopeful- organizations that actively support employee well-being see higher retention, stronger engagement, and better overall performance.
“People experience anxiety in the workplace for many different reasons,” explains Dr. Gabrielle Schreyer-Hoffman, Ph.D., a licensed psychologist and founder of Upper East Side Psychology, a group private practice in New York City specializing in psychotherapy and psychological services. “For some people, anxiety stems from a lack of confidence or feeling like an imposter,” she shared. “For others, it’s uncertainty, social dynamics at work, feeling overwhelmed by responsibilities, or even being in a job that doesn’t align with their interests. Workplace anxiety can build quietly in between tight deadlines, constant notifications, unclear expectations, or a culture that subtly rewards overwork.”
When that pressure compounds, employees may begin to feel stuck, fatigued, and mentally drained. “The key is identifying the trigger for the anxiety. Once you understand the source, you can develop strategies that help you move from feeling overwhelmed to feeling more empowered and less distressed. One of the most powerful shifts employees can make is learning to interrupt boundaries and the distress cycles during the workday. “There are many different ways to manage work-related anxiety,” said Dr. Schreyer-Hoffman. “Simple strategies like taking a short walk, meditating, listening to uplifting music, or connecting with coworkers you enjoy can create small resets that make a meaningful difference.”
Dr. Gabrielle Schreyer-Hoffman of Upper East Side Psychology.
Courtesy of Dr. Gabrielle Schreyer-Hoffman
These small resets are neuroscience-backed showing short interruptions in stress patterns help regulate the nervous system, improving cognitive flexibility, emotional regulation, and focus. A five-minute reset can sometimes do more for productivity than pushing through. “Having clear processes in place at work that set expectations and create consistency can enhance employees’ sense of comfort and predictability, helping to reduce anxiety associated with ambiguity and uncertainty. Allowing flexibility, avoiding micromanagement, and highlighting employees’ strengths can significantly reduce stress,” Dr. Schreyer-Hoffman explained. “Acknowledging effort, not just outcomes, helps build confidence and satisfaction. If something goes wrong, addressing the issue calmly and working collaboratively to find solutions helps employees feel supported rather than criticized.”
Research consistently shows that psychologically safe workplaces see stronger collaboration, better innovation, and lower turnover. When employees feel safe, they perform better. Dr. Schreyer-Hoffman shares six research-backed ways to improve stress at work.
Movement is one of the most effective tools we have for managing stress. Even moderate physical activity can help regulate the body’s stress response and improve mood. Research published in the International Journal of Occupational Safety and Ergonomics found that physical exercise can act as a protective personal resource against job stress, reducing the likelihood that workplace strain leads to burnout.
Exercise allows the body to release built-up tension while improving circulation, cognitive function, and emotional resilience. It also increases endorphins, chemicals that promote feelings of well-being and calm. That’s why Schreyer-Hoffman often encourages people to incorporate movement into their daily routine. “Taking time before work or during a midday break to engage in physical activity can significantly reduce work-related stress,” she says. “Exercise helps us reconnect with our bodies, calm our minds, and improve focus.” Even a brisk 10-minute walk between meetings can shift the nervous system from stress mode into recovery.
In many workplaces, the cultural expectation is to power through fatigue. But research suggests the opposite approach works better. Studies on workplace recovery show that short, intentional breaks improve performance, creativity, and problem-solving ability. A review published in Frontiers in Psychology found that microbreaks help reduce fatigue while boosting cognitive performance and well-being.
“Think of it like strength training. You wouldn’t lift weights continuously without resting between sets. Your brain works the same way. Taking breaks allows us to recharge and approach problems with a fresh perspective,” Dr. Schreyer-Hoffman explained. “Just like our bodies, our brains need time to rest and reset.”
Microbreaks can include stepping outside for fresh air, stretching or walking for a few minutes, brief mindfulness exercises, and even chatting with a coworker.
Music may be one of the most underrated tools for emotional regulation at work. Listening to music can significantly reduce stress and improve mood, particularly when the music is intentionally chosen to promote positive emotions. “I often encourage clients to create positive playlists,” says Dr. Schreyer-Hoffman. “Music can be a powerful way to shift your emotional state when you're feeling overwhelmed.” A carefully chosen playlist can help regulate heart rate, reduce cortisol levels, and enhance concentration. The key is choosing music that lifts your mood rather than reinforces stress. “If certain songs make you feel energized or calm,” she says, “playing them during your workday, even quietly in the background, can make a real difference.”
Permitting employees to reduce stress is helpful not only for the employees but for the business, too. “Work environments that support psychological well-being help people feel safe, confident, and capable. When people feel supported, they’re able to do their best work,” Dr. Schreyer-Hoffman added.
“In many work environments, it’s tempting to focus primarily on outcomes rather than the process, but how you accomplish your work is just as important. A process-oriented approach can help reduce work-related anxiety by minimizing negative self-talk, frustration, and the tendency to undervalue the efforts necessary for task completion. Research suggests that focusing on outcomes can increase anxiety, while focusing on the process (i.e., the steps required to get there) helps maintain attention on what is within your control, reducing anxiety and enhancing clarity,” shared Dr. Gabrielle Schreyer-Hoffman.
For example, if a project requires gathering information from multiple sources before completing a report, delays in receiving that information can trigger anxiety and frustration, especially when progress feels slower than expected. In these moments, it’s easy to fixate on what hasn’t yet been completed,” explained. Dr. Schreyer-Hoffman.
“One of the biggest contributors to work-related anxiety is the inability to fully disconnect and seemingly unrealistic expectations and demands. Smartphones have made us more accessible than ever, which often blurs the boundary between work and personal time. However, it is critical that you take a break from work and limit constant checking behaviors, like repeatedly monitoring emails or messaging apps,” she suggested.
“For example, turning off notifications for work-related apps after a certain hour and/or on weekends can help create clear boundaries. Also, leaving your phone in another room while engaging in activities like meals, relaxation, TV or time with others. For those whose roles require after-hours availability, it can be helpful to set designated check-in times, select the times and have an alarm that goes off at those times so you can truly disconnect between those check-ins—rather than monitoring messages continuously, or instance, checking once in the early evening and once later at night,” she further shared.
“It’s also important to communicate expectations around responsiveness. Let colleagues know when you may be less available and when they can expect a reply the next business day. While there may be occasional exceptions—such as urgent deadlines or emergencies—consistently re-establishing these boundaries helps protect your time, energy, and overall well-being.” Dr. Schreyer-Hoffman.
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