Learned helplessness is a psychological phenomenon where an individual or an organism, after experiencing repeated adverse situations that they cannot control, learns to behave helplessly, even when they can change the unfavorable circumstances.
This guide aims to provide a comprehensive understanding of learned helplessness, particularly in the workplace, and offer strategies for overcoming it.
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Background: Learned Helplessness in the Workplace
In the workplace, learned helplessness can manifest when employees feel powerless to change their circumstances due to repeated failures, lack of recognition, or persistent negative feedback.
This can lead to decreased motivation, reduced productivity, and overall dissatisfaction.
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Rationale
Understanding learned helplessness is crucial as it can significantly impact an individual’s performance and mental health.
We can foster a healthier, more productive work environment by recognizing its signs and knowing how to combat it. We hear this from customers who regularly use our corporate, employee, and leadership courses.
Overview of Theory Behind Learned Helplessness
The theory of learned helplessness was first proposed by psychologists Martin Seligman and Steven Maier in 1967.
They conducted experiments on animals and found that after repeated exposure to uncontrollable adverse events, the subjects eventually stopped trying to avoid them, even when allowed to escape.
This theory has since been applied to various aspects of human psychology, including depression, anxiety, and workplace behavior.
Seven Examples of Learned Helplessness in the Workplace
- Lack of Initiative: Employees stop proposing new ideas or solutions, believing they will be rejected or ignored.
- Decreased Productivity: Workers may slow their work pace, thinking their efforts won’t make a difference.
- Avoidance of Responsibility: Employees may avoid taking on new tasks or responsibilities, fearing failure or criticism.
- Low Morale: A general sense of pessimism and negativity can permeate the workplace.
- Reduced Engagement: Employees may be less interested in team activities or discussions.
- Increased Absenteeism: Believing their presence doesn’t matter, employees may miss work more frequently.
- Poor Communication: Workers may stop voicing their concerns or feedback, thinking it will not lead to change.
Features and Challenges of Learned Helplessness
Learned helplessness is characterized by a sense of powerlessness, a lack of motivation, and a belief that one’s actions do not affect outcomes.
The main challenge in overcoming learned helplessness is breaking this cycle of negative thinking and reestablishing a sense of control and efficacy.
Ten Ways to Overcome Learned Helplessness
- Promote a Growth Mindset: Encourage employees to view challenges as opportunities for growth rather than threats.
- Provide Constructive Feedback: Regular, constructive feedback can help employees understand their strengths and areas for improvement.
- Encourage Autonomy: Allow employees a say in their work processes and decisions.
- Set Realistic Goals: Setting achievable goals can boost employees’ confidence and motivation.
- Promote Open Communication: Encourage employees to voice their concerns and ideas.
- Provide Training and Development Opportunities: Equip employees with the skills and knowledge they need to succeed.
- Recognize and Reward Effort: Acknowledge employees’ hard work and achievements to boost their morale.
- Foster a Supportive Environment: Create a workplace culture that supports and values all employees.
- Encourage Resilience: Help employees develop coping strategies to deal with setbacks.
- Provide Resources for Mental Health: Resources like counseling services to support employees’ mental well-being.
In conclusion, learned helplessness can be a significant obstacle in the workplace, but it can be overcome with understanding, support, and proactive strategies.
With 30+ years of experience, Catherine Fitzgerald, B.A., M.A., PGDip, founded Oak Innovation in 1995. Catherine received her Bachelor’s degree and Master’s from University College Cork. She holds qualifications in Professional Development And Training from University College Galway. She is completing a second Master’s from University College Cork. Since 1995, clients include Apple, Time Warner, and Harvard University.
