Why you are struggling with job insecurity and what to do about it

For those of us working in the humanitarian and development world, today’s uncertain economic climate and job insecurity is a major source of stress. The headlines about layoffs, AI disruption, and restructuring are becoming commonplace.  As human beings, we like to predict and control important aspects of our lives, that is why this is not just about business news; it is a mental health issue.

I recently joined the American Psychological Association as an international member which has opened a lot of useful resources and networks to me. I came across Speaking of Psychology Speaking of Psychology: Coping with job insecurity, with Mindy Shoss, PhD who has explained so brilliantly why we struggle with job insecurity. A lot of it resonated with me both as a practicing clinical psychologist and an aid worker who is unable to secure work. I wanted to share my key take aways from the podcast and share tips that can help you both understand and reframe this experience.

Are you a leader or manager?

In such a time of limited funding, as a leader or manager, you may already be or are tempted to use the threat of imminent job losses to try and spark motivation among staff who are still working. Insecurity does not motivate performance, rather it hinders it. Dr. Shoss shared that the threat of layoffs doesn't inspire better work. What it does instead is foster performative behaviours like trying to look busy, which ultimately stifle innovation and hinder genuine productivity. It also encourages internal competition instead of teamwork leading to a breakdown of trust within teams.

Your team’s true performance will come from a sense of security and support not threats.

People tend to perform better when they have some sense of security, when there’s not an overwhelming amount of stress that’s distracting attention. When one’s well-being is not at stake and when people feel supported and empowered to try things, they will be more interested in pursuing the organization’s goals. That is what is helpful, not the threat of layoffs.

As a leaders or manager, you can play a huge role in managing employee stress. Leaders are the most powerful tool during this time as they can create certainty in the process. The key lies in making the process feel certain such as through clear and transparent communication, demonstrating fairness, and actively listening. Her research showed that managers who simply listen to employee concerns can decrease perceptions of job insecurity and increase a sense of control. Address rumors head-on before they fester.

What can you do at individual level?

My own personal coping strategy has been to remind myself that I am more than my job. You too are more than your job. Even in these trying time, try to remember and engage with the other parts of your identity outside of your job title. Most likely you do have other roles: as a friend, parent, creative, or community member. Affirming these roles can help you manage the threats of professional uncertainty. Additionally, remembering past instances where you overcame challenges can help. So is focusing on those things that you can control such as your skills and relationships. All this have helped me to ward off the anxiety that comes with job uncertainty.

Thinking of yourself as a resilient person who bounces back from events, who tries to look for creative ways to deal with difficult situations can be helpful in counteracting some of the negative effects of job insecurity.

Wellness is an Economic Imperative

In the short term, building a resilient workforce may not appear to be an economic imperative. However, organizations that foster psychological safety and support the well-being of their people will be the ones who not only innovate but thrive through uncertain times. This informs the work we do at Iyashi Wellness Centre. Building resilient and high-performing teams is about creating psychologically safe environments where leaders are equipped to communicate with empathy and employees have the tools to manage stress. If your organization is navigating uncertainty and looking to support its people, let's talk about building a culture of resilience. The mental health of our workforce is a direct reflection of the health of our economy and our society. Let’s started treating it as such.

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