Learn to Forgive to Reduce Job and Workplace Stress

Sep 12, 2010
Jerry Lopper

Workplace Stress Management, Learn to Forgive - Muriel Miralles de Sawicki

Learn to forgive workplace transgressions using proven interventions and enjoy reduced workplace and job stress.

Among the many factors contributing to workplace stress, co-worker conflicts and relationship issues are ones over which an individual employee has some control and influence. Workplace stress has been linked to individual health issues such as anxiety and depression, and to organizational issues such as lower productivity, higher absenteeism, and increased health care costs.

In the United Kingdom alone, the UK's Health and Safety Executive report indicated nearly a half-million workers in 2008/2009 reported illness related to workplace stress. In the United States, Northwestern National Life's survey reports forty-percent of workers view their jobs as very or extremely stressful, and one-fourth of employees view their jobs as the number one source of stress in their lives.

Workplace Stress Contributes to Employee Illness

The online site WebMD article, "Mental Health: Tips to Control Stress," attributes a wide range of medical problems to stress, such as headaches, upset stomach, high blood pressure, chest pain, sexual dysfunction, and sleeping problems.

In addition to these physical problems, the article also links stress to depression and panic attacks. Clearly, stress is something to be avoided or minimized, and with the workplace identified as a prime source of stress, employees should learn techniques for dealing with sources of workplace stress.

Workplace Relationship Issues

Co-worker conflicts arise when conflicting needs and wants arise in the concentrated atmosphere of long work days in close proximity under situations of dynamic demands upon workers. Current research from the field of positive psychology identifies stress-reducing benefits resulting from practicing the art of forgiveness to improve co-worker relationships.

What is Forgiveness?

Though forgiveness has been identified as a ubiquitous value of major cultures and religions, the practice of forgiveness is often characterized as weakness, and misunderstood as passive acceptance, ignoring, or condoning of transgressions. It is not. Amanda Horne, writing on Positive Psychology News, "Letting Go," June 3, 2010, says "...forgiveness is not a weakness. To forgive takes great power."

Gordon Livingston, writing on Psychology Today, says "Forgiveness is a gift to ourselves, not something we do for someone else." Mayo Clinic Staff Chaplin Katherine M. Piderman, PhD, calls forgiveness "a decision to let go of resentments and thoughts of revenge."

Learning to Forgive

To reduce workplace stress caused by co-worker transgressions, learn proven forgiveness interventions. Forgiveness is not always easy, but the benefits of reduced stress and conflict reduction are well worth the effort and commitment required for effective forgiveness.

One proven forgiveness intervention is termed REACH, by it creator, Dr. Everett Worthington, VCU Department of Psychology. REACH is an acronym for this five step process:

Recall the Hurt – Recall the offending event while releasing associated emotions of fear and anger.
Empathize – View the event from the standpoint of the transgressor, identifying possible explanations for the transgressor's behavior.
Altruistic Gift – Decide to offer the gift of forgiveness to the transgressor.
Commitment – Make a commitment to forgiveness, even declaring it publicly to strengthen the commitment.
Hold On – The offending act may come to mind at times, but hold on to the commitment to forgive, reducing the impact of associated negative emotions at recalling the event.

Another Method for Forgiving

Ryan Howes ("Four Elements of Forgiveness," Psychology Today online) describes four components of successful acts of forgiveness:

Express the full emotion felt at the time of transgression. If possible, express it to the transgressor.
Understand why the transgression occurred. Find an explanation, even if deciding it was a random event, in order to bring some closure to understanding.
Rebuild a safety net, assuring that the transgression cannot reoccur.
Let go of resentment, anger, grudges, and thoughts of revenge, acknowledging the event occurred, but choosing to not let it affect the future.

How to Apologize

If you are the transgressor, a sincere apology will initiate the healing and forgiveness process. To effectively apologize, the specific words used are less important than a tone that conveys sincere regret and acceptance of personal responsibility.

Attempts to justify the transgression or shift the blame will only worsen the situation. A simple, "I'm sorry that I hurt you when (identify the event). It won't happen again," should suffice.

Learn to Reduce Workplace Stress by Forgiving

Learning to forgive transgressions is a character strength which can help to reduce job and workplace stress. These forgiveness interventions offer proven results in psychological studies.

Learning to forgive is a significant personal growth step. Read more in Forgiveness Healing in a Personal Development Plan.