What is Pleasanteeism? Understanding and Addressing Workplace Emotional Strain

Do you remember Andy Sachs from The Devil Wears Prada?

Imagine her coming to the office daily, smiling, no matter how overwhelmed or undervalued she feels. Does this sound like your life story? Or something familiar? This need to always wear a positive mask and portray yourself as pleasant in front of others, even under immense stress, is a prime example of Pleasanteeism.

In today’s professional world, the pressure to maintain a smiling face and positive attitude—even when overwhelmed—is not just reserved for Hollywood scripts; it has now become a part of daily life, which is why most employees face challenges. They feel a compulsion to suppress their true emotions so that they can fulfill workplace expectations. This phenomenon is called Pleasanteeism and is more than just a buzzword.

This phenomenon represents a significant emotional strain that can impact employee well-being and organizational productivity. Let’s explain it in detail with real-life examples and how organizations can address this issue.

What is Pleasanteeism?

Masking true emotions and always wearing a cheerful face in the workplace, regardless of your feelings, is Pleasanteeism. Employees who follow this trend even when feeling stressed, anxious, or unwell prioritize appearing “happy” due to fear of judgments, cultural expectations, or workplace norms.

This phenomenon is linked with the focus on workplace positivity and emotional resilience. While staying positive is a good trait, employees feel compelled to suppress their struggles rather than seek support when it becomes a compulsion to act in a particular manner.

For a deeper understanding of workplace mental health challenges, check out our article on Overcoming Toxic Positivity in the Workplace.

Keeping up Appearances reports how ‘Pleasanteeism’ is harming the mental health of employees.

Read More – Learn how to recognize other subtle signs of workplace emotional strain in our piece on Identifying Hidden Stress in Employees.

Signs of Pleasanteeism in the Workplace

Some common signs will tell if Pleasanteeism is common in your team:

1. Constant Smiling:

If you find that your team members or employees consistently smile and always keep a positive attitude regardless of their emotional or physical state, they are following this trend.

2. Avoidance of Vulnerability:

When there is a discussion about mental health and how important it is, but the employees are reluctant to take part in it even though there are clear signs of mental health struggles or personal challenges, they are trying to stay positive and wear a mask.

3. Burnout Symptoms:

If the person regularly takes leaves, feels exhausted, and is not participating in activities even when they wear a happy face, you know they are struggling.

4. Declining Performance:

Masking emotions is not easy, but some people do it nicely, which makes them unable to focus and stay productive. If your employees show these signs, you know they are following the positive trend and are just showing a happy face to avoid being judged.

For insights on addressing burnout, explore Effective Burnout Prevention Strategies.

The Impact of Pleasanteeism

Pleasanteeism has far-reaching consequences for both employees and organizations.

On Employees:

• Emotional Exhaustion: When employees start to suppress their emotions, they feel emotionally drained, leading to burnout and minimal job satisfaction.
• Mental Health Decline: Suppressing emotions leads to mental health issues like anxiety, depression, and increased stress levels.
• Isolation: When people feel compulsive to act and behave in a specific manner, they stop talking and sharing things. This disconnects them, and they believe their struggles are unique or unsupported.

On Organizations:

• Reduced Engagement: When there is no interaction or communication the employees get disconnected, and they are less likely to contribute innovative ideas or perform at their best.
• Higher Turnover Rates: Stopping oneself from expressing emotions and feelings lead to dissatisfaction and lack of productivity.
• Eroded Workplace Culture: An organization where fake is promoted over authenticity, the future is dark. If the reward is given for surface-level positivity and what goes on with the employees is discarded neither the team nor the company can grow, and there is no trust.

Real-Life Examples of Pleasanteeism

Have you ever noticed a retail worker who is always happy to help and listens patiently to all the customer says? That worker will never show remorse or frustration despite having a long day. These people are a real example of wearing a happy face regardless of what goes within.

Similarly, medical professionals will always stay positive and will always say everything will be fine. It is good as it gives strength to others, but it is emotionally draining.

In addition, phrases like “bring your best self to work” in the corporate sector unintentionally promote Pleasanteeism, making the employees feel compelled to hide personal struggles to align with organizational expectations of positivity.

How Organizations Can Address Pleasanteeism?

Creating an environment where authenticity is valued over forced positivity can help cope with Pleasanteeism. Here’s how:

Promote Open Communication:

Companies should encourage employees to express genuine feelings without fear of judgment. They should regularly check their employees and ask managers to ask open-ended questions like, “How are you feeling?” from their team members. This will help them understand if anything is not working fine.

Provide Mental Health Resources:

Organizations must have Employee Assistance Programs (EAPs) and workshops on mental health awareness. This will help the employees be open and understand if they are having any issues. Companies like Unilever and Microsoft provide employees access to counseling and mindfulness apps.

Praise and Reward Authenticity:

Leaders should never praise those who are not genuine. They should become role models and share their issues and challenges and ask people to share solutions. Satya Nadella, CEO of Microsoft, frequently speaks about the importance of empathy and mental health.

Redefine Workplace Positivity:

Shift from surface-level cheerfulness to fostering genuine connections and emotional safety. See whether employees are being treated equally or not. If there is groupism try to break it and make everyone feel part of the team. Promote collaborative problem-solving over individual emotional displays.

News and Studies on Pleasanteeism

Workforce Institute Report (2022):

• “How global employees mask emotions and the implications for workplace culture. Read more.

BBC Article on Workplace Mental Health:

• Discusses Pleasanteeism in the context of remote work and the pandemic. Read more.

Finding Balance: Encouraging Authenticity Over Pleasanteeism

Pleasanteeism is a silent but pervasive issue. While there is no harm in promoting positivity if it is fake just to avoid being questioned, it is not good. One should feel free to express oneself authentically and care for their emotional well-being. Organizations can create environments where employees feel supported and valued by fostering open communication, providing resources, and modeling vulnerability.

Recognizing Pleasanteeism and addressing its root causes benefits both individuals and organizations. To build healthier, more resilient workplaces, prioritize genuine well-being over performative positivity.

Explore more strategies for fostering mental wellness in our article on Creating a Culture of Empathy in the Workplace.