Dissatisfaction and lack of recognition at work are sources of employees’ feeling of frustration. If it is very often the result of managerial problems, this unpleasant emotion can nevertheless be defused thanks to a few simple reflexes.
According to a recent study *, more than half of managers believe that their company does not unlock the potential of employees. A source of frustration which in the long term can cause employees of the discouragement, of the demotivation and a sense of discomfort at work. Among the reasons for frustration, employees point the finger at the hierarchy deemed too vertical and the inability of the company to allow their personal development. Employees would also like to use the teleworking.
Why do we feel frustration?
Frustration is a state of dissatisfaction. When a desire is not fulfilled or there is a gap between expectations and perceived reality, a feeling of deep disappointment takes hold. It is often accompanied by anger, which creates a very unpleasant internal tension for those who suffer from it.
At work, this feeling can appear when the employee considers that he does not receive any remuneration to match of his commitment, or when he does not progress in his career as he would like. But it can also be born of a lack of recognition by the hierarchy, or when the employee no longer finds any sense in what he is doing.
Frustration that causes discomfort at work
The employee who fails to manage his frustration will tend to be more easily annoyed and reactive to situations that he does not tolerate. The risk in letting frustration build up is to maintain a negative atmosphere around one’s self. Conflicts between employees or with the hierarchy can arise and give rise to dramatic social consequences for the employee.
By mobilizing his attention and energy, this feeling also risks lowering employee performance yet in search of recognition. Self-esteem can then be threatened and drive the employee into deep discomfort.
How to manage your frustration at work?
Emotions are real interior alerts. Here, frustration indicates the impossibility of accessing something expected. It may be a good idea to measure your level of frustration to understand what is really going on. Try to perceive if your emotion is closer to disappointment or from anger and the impact it can have on your body: energy drop or on the contrary acceleration of the heart rate coupled with willing to revolt.
This step will allow you to flatten some of the information transmitted by emotion. Then go back to your original goal. What was he? Under what deadline? What are the elements that allow you to reach it.
Taking these elements out of the purely emotional framework will be to your advantage for talk to your hierarchy.
From frustration to acceptance
Frustration can either lead to acceptance or become a real dead end. Accepting does not mean resigning. This can be an opportunity to re-mobilize to define an objective more in line with the expectations of his hierarchy. Try to make this choice consciously. “Do I choose to accept or fight this idea. And what are my resources in this case? “
If you choose acceptance, an exercise will help eliminate the unpleasant feelings that persist. With your eyes closed, take a deep breath in through your nose, swelling your chest with your hands on your ribs, then blow through your mouth, imagining emptying the body of this emotion. Take advantage of the exhalations to relax the body and free yourself from your resistance.
*Capgemini Consulting Survey
And if you feel the need to release your anger, Catherine Aliotta offers a video sophrology exercise: