Jealousy in the Workplace: A Hidden Stressor to Burnout

Jealousy, a complex emotion, often underlies some deeper. It's primarily driven by fear, loss or insecurity. These triggers can be real or imagined, and the impact can ripple through our personal and professional lives.

Whether subtle or overt, jealousy takes a significant toll on mental health and workplace culture. It contributes to a cycle of stress and burnout, particularly when left unchecked.

Jealousy is often confused with envy. Envy occurs when we lack a desired attribute enjoyed by someone else, like a promotion or recognition. Jealousy, on the other hand, is the fear of losing something we already possess, like a valued role or relationship, due to the perceived threat of another person.

According to research from the Journal of Organizational Behavior (2022), jealousy and envy in the workplace are closely linked to increased stress and decreased job satisfaction.

These emotions can lead to harmful behaviors like gossiping, withholding information, or creating unnecessary competition, which ultimately damages team cohesion and productivity.

When we explore the three faces of jealousy, it's important to know that each type presents its unique challenges and requires a different approach to manage effectively.

Emotional Jealousy: The Reactive Response

Emotional jealousy is characterized by a degree of upset when hurt, such as in instances of betrayal or cheating. This type of jealousy is known as reactive and needs moderation.

This type of jealousy surfaces when an employee feels hurt or threatened by a colleague's success or recognition. For example, an employee may feel emotional jealousy if a peer receives praise or a bonus that they believe they deserve.

It's a natural response to emotional pain but can become unhealthy if not managed properly.

Also, it can undermine the team's morale and collaboration.

Cognitive Jealousy: The Running Mind

Cognitive jealousy involves constant running and at times obsessive thoughts about potential threats to one's position or reputation.

For instance, an employee might constantly worry that a coworker is undermining their efforts or that their manager favors someone else. This type of jealousy can lead to anxiety and paranoia, disrupting productivity and team dynamics.

As a leader, don't discount the jealousy. Assess whether there is truth to the situation and address it before it leads to team members burning out impacting productivity.

Behavioral Jealousy: Jealousy in Action

While behavioral jealousy manifests as possessive or controlling actions, it's noticed in a person's actions.

An example in the workplace might be an employee who withholds important information or resources from a colleague out of fear that sharing will diminish their standing.

Behavioral jealousy can manifest as micromanagement or even sabotage, creating a toxic work environment that stifles innovation and trust.

The Danger Zones

Cognitive and behavioral jealousy are considered danger zones. They're not just stressful and exhausting for the person experiencing them, but they can also lead to instability over time.

The Hidden Contributor to Burnout

Jealousy, particularly in its cognitive and behavioral forms, may be a hidden contributor to burnout. It's likely showing up in both personal and professional contexts, affecting everyone from frontline workers to C-suite executives.

Leadership Strategies: Burnout Prevention & Turning Jealousy into a Growth Opportunity

Leaders play a crucial role in addressing jealousy and fostering a culture of psychological safety where employees feel secure enough to express their concerns without fear of retribution.

Here’s how leaders can support employees struggling with jealousy and competition:

1. Emotional Intelligence: Leaders with high emotional intelligence can detect early signs of jealousy and address them by validating employees' feelings and guiding them toward more positive behaviors. This proactive approach helps to reduce the emotional strain that contributes to burnout.

2. Agile leaders respond quickly to signs of jealousy by implementing strategies like team-building activities or task reassignments. By managing conflicts in real-time, they help maintain a harmonious workplace, preventing the buildup of stress that can lead to burnout.

3. Psychological Safety: By creating an environment where employees feel safe to express their concerns, leaders can prevent jealousy from festering. When employees feel valued and heard, they are less likely to experience the chronic stress that leads to burnout.

Compassionate Curiosity: A Survival Skill

Jealousy is complex but not inherently destructive. By approaching it with compassionate curiosity, we can turn it into a growth opportunity.

Leaders and employees should explore the emotions behind jealousy, empathize with others, and maintain healthy boundaries to protect themselves and their teams.

While empathy is important, it’s not an excuse for harmful behavior. If you’re affected by jealousy, seek help early to prevent long-term damage to your mental health and career.

Final Thoughts

Though often hidden, jealousy can deeply affect our personal and professional lives. By recognizing and addressing it through emotional intelligence, agility, and psychological safety, we can transform jealousy from a stressor into a driver of growth and collaboration.

Leaders who proactively manage jealousy will not only foster a healthier workplace but also support their teams in achieving better outcomes, reducing the risk of burnout along the way.

______

Dr. Dominique Pritchett is an organizational wellness strategist, captivating keynote speaker and trainer who prioritizes critical thinking. She speaks on topics related to burnout prevention and recovery, emotional intelligence and agility, workplace culture and psychological safety. Dr. Pritchett earned a doctorate in clinical psychology from Capella University, a master's in social work from the University of Loyola Chicago and a bachelor's degree from Carthage College.