It's not surprising that many of us are feeling more irritable. In fact, it would be more surprising if we weren't. The constant barrage of headlines from an endless stream of sources serve as a constant reminder of how our world is changing and the pressures many of us are facing in our personal and professional lives.
The Global Wellness Institute’s 2026 Workplace Wellbeing Trends Initiatives Report highlights that,
“In 2026, workforce wellbeing is under real pressure. Economic volatility, geopolitical conflict, technological shifts and climate disruption are creating what feels like an era of heightened uncertainty. At the same time, rapid AI adoption, strict return to office mandates and relentless organizational changes have left many workers feeling disengaged, anxious and replaceable as change moves faster than anyone can reasonably keep up.
Work intensification—the sense that expectations, speed and mental load keep rising even as technology promises relief—is at the core of this trend. Many employees are working the same or longer hours, juggling heavier cognitive demands and feeling they must always be “on.” The result? Work increasingly feels chaotic and fragmented, with less recovery time and growing burnout.”
Our conscious and unconscious minds have been working overtime. Many people are feeling mentally drained, emotionally exhausted, and physically fatigued. Chronic stress, poor sleep, cognitive overload, and even poor nutrition can create fertile ground for frustration and irritability to take hold.
In the workplace, irritability and frustration lower our tolerance for everyday stressors and can make us more reactive. If left unchecked, these feelings can escalate into anger, loss of temper, or aggression, impair judgment, and increase the likelihood of inappropriate and/or harmful behaviour.
Make it safe for employees to bring their whole selves to work
Employees cannot—and should not be expected to—switch off their emotions when they arrive at work or log in for the day. They should feel safe to bring their whole selves to work.
As leaders, it’s important to acknowledge how employees may be feeling and create conditions that allow them to self-regulate and manage emotions before they become more intense and lead to unwanted and unsafe situations.
This includes paying attention to the way work is managed and how your employees are coping. Employees feeling greater pressure to perform and adapt to new technologies can overreact to seeming harmless situations such as a full inbox, looming deadlines, juggling priorities, and managing conflict at work can evoke a ‘flight or flight’ response and further reduce their ability to cope.
[Read: Do Your Employees Feel Relaxed?]
It’s also essential to check in with employees and recognize when employees are feeling challenged by their emotions so you can provide the necessary support.
Demonstrate commitment and set the example you want employees to follow
Give employees an outlet - If you make employees feel safe enough to tell you when they feel their batteries are drained, you mitigate the risk of them becoming more irritated. And regular check-ins give you the opportunity to monitor stress, fatigue and irritability. It’s important that they know that being candid about irritability isn’t giving them permission to be rude, it’s about talking things through to avoid escalation. Remind them of the resources that are available to assist, such as EFAP, and other tools that you have available.
Be careful not to respond in kind - Recognize that sometimes people say things or respond in ways that aren’t normal for them, particularly in stressful situations. When an employee appears irritable, resist the urge to respond in kind. Instead, seek to understand more about what they’re feeling.
Be self-aware - We are all experiencing similar emotions. Leaders are not immune. If you suspect you are becoming irritable, evaluate how you are interacting with employees, check in with them to see how they are doing, and give them permission to check in on you.
There are many ways you can create a psychologically safe environment to help employees navigate the wide range of emotions they may be feeling. When people feel psychologically safe, they're more likely to seek support, regulate their emotions so they don’t escalate, and contribute positively to the workplace, even during periods of uncertainty.
Get to know the authors – Fresh Communications