1. How workload and stress influence boundary-crossing behavior
Reduced self-regulation and emotional control
When employees are under high pressure, their ability to regulate emotions decreases. This can lead to:
- Faster irritation and a short temper with colleagues or supervisors.
- Reduced empathy, leading to less consideration for others.
- Inappropriate reactions, such as shouting, cynicism, or passive-aggressive behavior.
Increase in conflicts and tensions
High workload can lead to:
- More mutual frustrations due to tight deadlines and high expectations.
- Reduced collaboration, as employees focus on their own tasks and pay less attention to team dynamics.
- Unintentionally hurtful or intimidating behavior, because stress changes the way people communicate and interact.
Amplification of power imbalances
Supervisors or colleagues with more responsibility may, under pressure, be more likely to misuse their power. This can manifest as:
- Excessive control or micromanagement due to insecurity or stress.
- Unfair treatment, such as favoring certain employees or assigning extra work to others.
- Intimidation or bullying as a way to relieve pressure or mask insecurity.
2. Signals of workload-related boundary-crossing behavior
As a confidential advisor, you can be alert to the following signals:
- Increase in complaints about bullying, intimidation, or aggression.
- Employees expressing that they do not feel heard or supported.
- Higher absenteeism or cases of burnout.
- Decreasing team cohesion and a hostile work atmosphere.
3. What you can do as a confidential advisor
Awareness and prevention
- Provide training and workshops on stress management in relation to social safety.
- Promote open communication in which employees can discuss workload and stress without fear of repercussions.
- Actively monitor workload and well-being through surveys or conversations, and encourage workload assessments.
- Advise on preventive measures, such as coaching and flexible working hours.
Support for employees
- Offer opportunities for employees to discuss their stress.
- Refer to specialized support, such as coaches or occupational psychologists.
- Encourage a healthy work-life balance by promoting flexible working hours and relaxation opportunities.
Strengthening your role as a confidential advisor
- Make yourself visible within the organization.
- Actively identify and make discussable patterns indicating increased stress and workload.
- Collaborate with HR and management to address structural problems and implement preventive measures.
Workload and stress can have a significant impact on boundary-crossing behavior in organizations. By systematically discussing the influence of stress with management, raising awareness of the effect of stress on unwanted behavior, and providing support to employees and the organization, you as a confidential advisor can contribute to a safe and healthy work environment. It is essential to work preventively and intervene in time to prevent escalation.