Grin and bear: The fear of losing jobs is forcing employees to adopt ‘pleasanteeism’

For Apeksha Singh*, a sales professional at a Mumbai-based multinational, taking sick leave is an uphill task. Last year, she was diagnosed with spondylitis that resulted in stiffness and frequent aches but she continues to suffer in silence. 

“I cannot muster the courage to tell my boss that I am unwell and need a break. At a time when layoffs have become common, even the smallest mistakes can cost someone their job. So I mask my pain with a fake smile each day,” says the 42-year-old. 

She’s not alone. 

Chennai-based Shekhar Sinha, who works as a content manager with a startup, can’t get himself to say “no” even if he is burdened at work. Every time his boss gives him additional work, he smiles and nods his head in approval. 

“When I first joined the company two years ago, I did it to get ahead in my career. There's so much work I have today which is humanly impossible to complete. Of course, it has taken a toll on me,” he laments. “The number of mistakes I make has gone up, and it worries me even more. I find myself trapped in this cycle.”

This dangerous phenomenon is known as ‘pleasanteeism’, a combination of the words ‘pleasant’ and ‘presenteeism’. Coined in 2021, the term describes the pressure to display a positive andcheerful demeanour, even when employees are experiencing negative emotions like stress, anxiety or burnout. 

“It is normally driven by factors such as organisational culture, performance anxiety, fear of judgement or job insecurity,” explains Neelam Singh, Editor at The Healthy Indian Project, a health information platform.  

Though it was a common tendency at workplaces even earlier, ‘pleasanteeism’ was exacerbated by the pandemic and the shift to a hybrid work culture. 

“As employees returned to offices, they faced heightened anxieties about health, job security, and workload, leading to increased pressure to maintain a positive face in front of their colleagues,” says Singh. 

Rising mental health challenges 

Though positivity and cheerfulness are generally appreciated, they should be authentic and out of choice, say experts. 

Pleasanteeism makes employees ‘yes people’, which means they agree to anything and everything even if it doesn’t seem right to them. 

“They undermine their own opinion in pursuit of pleasing others, which is detrimental to their confidence,” says Reena Mehta, Professor (General Management), KJ Somaiya Institute Of Management, Mumbai. 

Even if employees manage to conceal their true emotions, the storm brewing within them can lead to several mental health challenges. 

“At the end of the day, it’s a facade they have to put on. But the stress eventually gets to a person. How much can they hide it? The consequences of this behaviour are huge, which is likely to cost them big in the long run,” points out Anahita Bakshi, an independent psychologist from Kolkata. 

“From severe anxiety to depression, and even physical health challenges, they may have to face a lot,” she adds. 

Thus, it isn’t a good idea for employees to embrace this trend. 

“Pleasanteesim may help maintain peace and keep conflict away in the short term. Eventually, the organisation will identify the behaviour and concerned employees may lose their credibility and respect in the eyes of the senior leadership,” says Mehta. 

Instead of resorting to such negative trends, employees must address stressors through assertive communication to express concerns clearly and respectfully. 

“Besides, establishing healthy boundaries, seeking peer support, and leveraging workplace resources like HR and counselling can facilitate a safe space for solution-driven conversations,” suggests Singh of The Healthy Indian Project.

Before bringing up their concerns with employers, employees must first acknowledge their emotions and opinions. This will give them the confidence to share their feelings  with their superiors. 

“Faking feelings leads to miscommunication. Honesty is the building block of a healthy work culture. Suppressing what you feel and avoiding tough conversations will create more harm in the future,” says Mehta. 

How employers can step up 

Employers must also consciously cultivate a workplace environment where employees feel safe expressing their genuine emotions. 

“Facilitating open communication through regular one-on-one meetings, team discussions, and feedback sessions is crucial. Employees should be encouraged to share concerns and challenges without fear of judgment or reprisal,” reiterates Singh. 

Ultimately, leaders and managers are accountable for creating a certain organisational culture. 

“By being transparent about their own struggles and prioritising well-being, the leadership can inspire employees to do the same, effectively combating the pressure to maintain a constant, and often false, positive facade,” concludes Singh. 

*Names have been changed to protect identity