Why Work Feels So Hard: The Hidden Risks of Environmental Stress

We are all different, but also intensely the same. Humans need air, water, shelter, and food to survive. Beyond that, our needs become more nuanced — some crave connection, others purpose, others faith. From any single perspective, humanity seems increasingly individual and unique, forming smaller groups around shared beliefs.

     To most of us, these differences are delightful — endlessly fascinating and worth celebrating. But when our distinct groups blend into shared workplaces and strive toward common goals, those differences can become scapegoats for the stress that environmental risk factors create.

     What are Environmental Risk Factors? 

Dr Alice Yick Flanigan (2025) outlines environmental risk factors as conditions that make it harder for people to think clearly, communicate, or self-regulate under stress. The National Center for States Courts reports that simple emotion (like anger or happiness) can be an environmental risk factor. Others include

·         uncertainty,

·         time pressure,

·         lack of feedback,

·         feeling behind with work,

·         lack of guidance,

·         juggling competing tasks, and

·         high-crises environments.

How Environmental Risk Factors Show Up in Any Workplace?

     When we work in places that have unclear expectations, or experience a workday that has no consistency those risk factors manifest as burnout and low morale, and employers experience poor engagement and effort in their staff. We beautifully diverse and simple Humans simply cannot carry the burden of uncertainty for any length of time (TDI, 2025).  Additionally, and more insidiously, those beautiful differences between us become hot topics for frustration and isolate us from each other. Misunderstanding and miscommunication become common, conflict grows unchecked, and employees begin making the same mistakes with increasing frequency.

     These ARE NOT individual failings — they’re system strains. And there is significant research showing that environmental risk factors triple the risk of injury, workplace conflict, violence, and individual illness (Burton, 2007).  When the system strains, our thinking changes too… and that’s where bias can quietly creep in. Isolating team members from each other creates a perfect storm for chaos and conflict. When we recognize system strain instead of blaming individuals, we create space to rebuild clarity, connection, and safety — the foundations of productive work.

In Part Two: Bias isn’t a Character Flaw – It’s a System Strain, we’ll explore how bias can arise when systems are under pressure and ask why Business should care.

References:

Flanagan, A.Y. (2025) Cultural Competence: An Overview. Course #77431. NetCE www.NetCE.com.

National Center for States Courts. Helping Courts Address Implicit Bias: Strategies to Reduce the Influence of Implicit Bias. Available at https://horsley.yale.edu/sites/default/files/files/IB_Strategies_033012.pdf. Last accessed October 24, 2025

Texas Department of Insurance. Safety at Work: Division of Worker’s Compensation. Stress Reduction Fact Sheet HS05-024B (10-21). Available at https://www.tdi.texas.gov/pubs/videoresource/fsstressreduc.pdf. Last Accessed October 24, 2025.

Burton, Joan (2007). The Business Case for a Healthy Workplace. Available at https://www.uml.edu/docs/fd_business_case_healthy_workplace_tcm18-42671.pdf . Last accessed October 24, 2025.