Question:

What are the psychological factors that lead to the breakdown or self-sabotage of long-term employees in high-pressure environments?

Answer:

Many people have experienced or witnessed situations where long-term employees who seemed to be successful and competent suddenly collapsed under pressure, made costly mistakes, or engaged in self-destructive behaviors. These scenarios can be puzzling and frustrating, both for the employees themselves and for their managers, colleagues, and clients. What causes these seemingly capable and reliable workers to fall apart or sabotage their own careers?

While there is no simple answer to this question, research and clinical practice have identified some common psychological factors that can contribute to the breakdown or self-sabotage of long-term employees in high-pressure environments. These factors include:

• Stress and burnout. High-pressure environments can take a toll on anyone’s mental and physical health, especially if the demands are constant, unpredictable, or overwhelming. Long-term employees may experience chronic stress and burnout, which can impair their cognitive functioning, emotional regulation, motivation, and resilience. Stress and burnout can also lead to physical symptoms, such as fatigue, insomnia, headaches, and immune system problems. These factors can affect the employees’ performance, judgment, and decision-making, as well as their ability to cope with challenges and setbacks.
• Impostor syndrome. Impostor syndrome is a psychological phenomenon where people doubt their own abilities and achievements, and fear being exposed as frauds or impostors. Long-term employees who suffer from impostor syndrome may feel insecure, inadequate, or undeserving of their success, despite having evidence of their competence and accomplishments. They may also have unrealistic expectations of themselves, and constantly compare themselves to others. Impostor syndrome can undermine the employees’ confidence, self-esteem, and self-efficacy, and make them more prone to anxiety, depression, and perfectionism. Impostor syndrome can also cause the employees to avoid taking risks, seeking feedback, or pursuing new opportunities, or to overwork themselves to prove their worth.
• Self-fulfilling prophecies. Self-fulfilling prophecies are beliefs or expectations that influence one’s behavior and outcomes. Long-term employees who have negative self-fulfilling prophecies may unconsciously sabotage their own success, either because they believe they are doomed to fail, or because they fear the consequences of succeeding. For example, an employee who believes they are not cut out for a promotion may perform poorly on a project, miss a deadline, or make a mistake that costs them the opportunity. Alternatively, an employee who fears that success will bring more pressure, responsibility, or scrutiny may deliberately undermine their own performance, reject praise, or avoid recognition.
• Attachment issues. Attachment issues refer to the patterns of relating to others that are formed in early childhood, based on the quality of the bond with one’s primary caregivers. Long-term employees who have insecure attachment styles may have difficulty trusting, communicating, or collaborating with others, especially in high-pressure environments. They may also have low self-worth, poor boundaries, or emotional dysregulation. Depending on their attachment style, they may either cling to or distance themselves from their managers, colleagues, or clients, or oscillate between the two. Attachment issues can affect the employees’ interpersonal skills, teamwork, leadership, and customer service, as well as their personal and professional relationships.

These psychological factors are not mutually exclusive, and may interact with each other and with other personal, organizational, or environmental factors to influence the behavior and well-being of long-term employees in high-pressure environments. However, they are not inevitable or irreversible, and can be addressed and overcome with appropriate interventions, such as counseling, coaching, training, mentoring, or peer support. By understanding and addressing the psychological factors that lead to the breakdown or self-sabotage of long-term employees, both the employees and their organizations can benefit from improved performance, satisfaction, and retention.