The impact of learned helplessness in the workplace.

Learned Helplessness, the concept introduced by the American psychologist Martin Seligman in 1967, refers to a state of mind where someone believes that they have no control over their situation. It can develop after repeated experiences of adversity or failure and may lead to individuals feeling helpless and unable to change their circumstances.

The impact on behaviour can be significant. People become passive and resigned to their situation with a lack of motivation that affects organisational dynamics as well as the individual. In the workplace it’s therefore important that leaders are aware of the signs of learned helplessness and take action to deal with it. Things to look out for include:

Decreased Motivation: Employees become disengaged and lack motivation to perform tasks or take the initiative. They believe their efforts won't make a difference which can lead to reduced productivity.

Poor Performance: If individuals feel unable to change their circumstances, they may not make the effort necessary to achieve goals or meet expectations.

Reduced Problem-Solving Skills: Individuals may struggle with problem-solving and decision-making or avoid challenges or difficult tasks, leading to stagnation and an inability to adapt to changing environments.

Negative Work Environment: Learned helplessness can contribute to a negative work environment with low morale, cynicism, and a lack of collaboration, which impacts team dynamics and hinders organisational effectiveness.

Increased Turnover: Employees who feel helpless and unsupported are more likely to seek other opportunities. High turnover rates disrupt workflow, increase recruitment costs and diminish organisational stability.

Impact on Leadership: Leaders may exhibit learned helplessness if they feel overwhelmed by challenges or perceive a lack of support from higher management. This can affect the morale and performance of their team.

Innovation and Creativity: Learned helplessness can stifle innovation and creativity so employees are less inclined to propose new ideas or take risks if they believe their efforts will be futile.

Health and Well-being: The stress and frustration associated with learned helplessness can have negative implications for mental and physical health with increased absenteeism, presenteeism, and healthcare costs.

To deal with the negativity of learned helplessness, organisations need strategies that build a supportive and empowering work culture where employees can access the resources and tools they need to succeed. Establishing clear objectives and providing skill development and growth opportunities help reduce feelings of helplessness and overwhelm whilst mentorship programmes and the promotion of open communication channels that help people feel comfortable expressing themselves and asking for assistance can also help.