Over the years, I’ve observed a trend in workplace dynamics: we’re becoming more aware of mental health, but sometimes this heightened awareness can blur the lines between normal emotional reactions and more serious concerns. This isn’t about downplaying anyone’s experience—emotions like sadness, frustration, and anxiety are real and valid. However, it’s also important to recognize that these feelings are often natural responses to life’s challenges.
Our campus psychologists have noticed an increase in people feeling overwhelmed by emotions that, while difficult, are part of the human experience. I’ve seen this firsthand, and I think it’s something we all encounter in some way at work. The challenge lies in finding balance—acknowledging our emotions while understanding that not every emotional storm signals a mental health crisis.
What Is Over-Pathologizing?
Over-pathologizing occurs when we interpret normal emotional reactions as mental health crises. For example, when someone is overwhelmed after receiving critical feedback or feels anxious about a major decision, these emotions are natural. Yet, if we misinterpret them as mental health issues, we risk undermining the resilience that comes from processing these experiences.
Consider Chris, who recently faced a significant setback after months of hard work on a project that ultimately failed. Their feelings of disappointment and anxiety were valid and part of navigating their professional journey. If we had labeled their emotional response as a mental health concern, we might have hindered their ability to bounce back and learn from the experience.
The Good and the Bad: Why We Need Balance
As we explore the implications of this trend, it’s important to recognize that while increased awareness of mental health can foster open conversations, it also comes with potential pitfalls that require careful navigation.
The good side of this increased mental health awareness is that it has opened important conversations. It’s no longer taboo to talk about our emotions, and more people feel comfortable reaching out for help when they need it. That’s something to celebrate, especially in workplaces where mental health used to be swept under the rug.
However, the bad side is that this hyper-awareness can sometimes lead us to over-diagnose or misinterpret emotional reactions. When every dip in mood or rise in stress is seen through the lens of mental health, we risk losing perspective on what it means to experience normal emotional fluctuations. In my own experience, I’ve noticed that some of what we once chalked up to “a bad day” or “a stressful week” now triggers concerns about deeper issues. And while it’s important to address real mental health needs, it’s equally important to recognize that not every emotional storm requires a professional intervention.
Impact on the Workplace
In the workplace, over-pathologizing emotions can affect how we communicate, manage relationships, and handle conflict.
- Communication Barriers: When people feel that their emotions will be labeled as signs of mental health issues, they might shy away from expressing how they really feel. This can lead to misunderstandings, as emotions are bottled up rather than discussed openly. For example, an employee frustrated with a project might hesitate to speak up, worried their frustration will be viewed as burnout or anxiety. This can block honest communication and prevent the team from addressing the real issue.
- Strained Relationships: I’ve seen relationships between colleagues grow distant when normal emotional reactions are misread. A manager might avoid giving feedback, fearing it will exacerbate an employee’s emotional struggles, when in reality, the employee may just need to hear the feedback with some added support. Misinterpreting emotions can lead to overly cautious behavior, creating an unnecessary barrier between people.
- Conflict Avoidance: Conflict is a natural part of working relationships, but over-pathologizing can cause us to avoid it entirely. If we view normal disagreements or frustrations as evidence of mental health issues, we may sidestep difficult conversations, thinking it’s best to avoid “upsetting” someone. This avoidance doesn’t solve the underlying problem—it just allows conflict to simmer below the surface, which can lead to bigger issues down the road.
Finding the Balance: Actionable Tips for the Workplace
To strike the right balance between acknowledging emotions and encouraging resilience, here are some actionable tips:
- Encourage Open Dialogue: Foster a culture where employees feel safe expressing their emotions without fear of being labeled. Regular check-ins can normalize sharing feelings and experiences.
- Validate Emotions: Acknowledge that it’s okay to feel upset or frustrated. Simple phrases like, “It’s understandable to feel this way after what you’ve been through,” can help make someone feel heard.
- Promote Resilience: Encourage colleagues to reflect on past challenges and how they overcame them. This builds a mindset that views setbacks as opportunities for growth.
- Provide Resources*: Share information that distinguishes between normal emotional responses and signs that may warrant professional support. This empowers employees to seek help when needed without feeling stigmatized.
- Lead by Example: Model healthy emotional processing. Sharing your experiences of facing challenges emphasizes that these reactions are part of being human.
- Regular Training: Consider offering training on emotional intelligence and resilience to help staff better understand their own emotions and those of others.
Conclusion
Over-pathologizing normal emotions can create unnecessary barriers in communication and conflict management. By recognizing that feelings like disappointment and frustration are part of the human experience, we can cultivate a supportive workplace that fosters open dialogue and resilience. As we navigate the complexities of work life together, let’s strive to create an environment where everyone feels comfortable expressing their feelings and growing from their experiences—without fear of being misunderstood.
By: Elizabeth Hill, Associate Director, University of Colorado Boulder Ombuds Office and co-editor of Ombuzz
*Resources:
Mental Health America (MHA): They offer a variety of resources, including articles and tools that can help individuals assess their mental health. Their site has a specific section on emotional wellness that discusses when feelings might be normal and when they could indicate a need for help. You can check out their resources here.
National Alliance on Mental Illness (NAMI): NAMI provides information on mental health conditions and a resource guide that outlines symptoms and signs that may indicate a mental health issue. Their materials often include checklists and descriptions to help people gauge their emotional state. Explore their resources here.
Harvard Health Publishing: They have articles that explain emotional responses, including when to seek help. Their content is research-based and accessible, making it a great resource for understanding mental health. You can find relevant articles on their website here.
Psychology Today: This site has articles and quizzes designed to help individuals assess their mental health and differentiate between normal emotional fluctuations and signs of a potential mental health issue. You can find helpful content here.
Your Workplace Employee Assistance Program (EAP): Many organizations offer EAPs that provide resources and counseling services to employees. If your workplace has an EAP, they often have materials and professionals who can help staff distinguish between normal emotional responses and mental health concerns.