Rethinking “Ability to Work Under Pressure”

According to Wrikes, only 6% of workers don’t report feeling stressed at work.

One of the significant challenges with this phrase is that it is often used as a catch-all for any job requiring a certain stress level or responsibility. However, different jobs come with different pressure and stressors.

For example, a customer service representative might be expected to work under pressure because they are dealing with demanding customers. In contrast, a project manager might be expected to work under pressure because they must meet tight deadlines.

These are two very different types of pressure, and the skills required to handle them are also different. Therefore, employers need to identify the specific skills and qualities they seek in a candidate instead of using this phrase as a blanket requirement.

Another issue with this phrase is that it is typically used to justify demanding work environments, such as long hours and high workloads. But this doesn’t consider the impact these environments can have on an employee’s mental and physical well-being. 

According to the American Heart Association, chronic stress may lead to high blood pressure, increasing the risk of heart attack, stroke, and depression. Therefore employers must understand that working under pressure does not mean that employees should be overworked or that they should be expected to handle unrealistic workloads.

Lack of Clarity

Another problem with the phrase “ability to work under pressure” is that it can be interpreted in different ways. For some, it can mean working long hours. For others, it can mean dealing with demanding clients. This lack of clarity can lead to confusion and misunderstanding between employers and employees.

For example, a candidate who likes to work long hours may not necessarily be able to deal with demanding clients. It is, therefore, critical that employers be precise in their job requirements and that applicants understand the specific skills and qualities expected of them.

What Employers Should Look For

Instead of using the phrase “ability to work under pressure”, employers should focus on identifying the specific skills and qualities job seekers need to succeed in their company or industry.

For example, if a company is looking for a candidate who can handle high-stress situations, they should focus on skills such as:

• Time management
• Problem-solving
• Adaptability
• Positive attitude
• Ability to remain calm under pressure

These specific skills can give a more accurate picture of what an applicant can bring to the table.

Related reading: How to Manage Productivity while Respecting Employee Privacy – Walking the Monitoring Tightrope

What Job Seekers Should Know

As a job seeker, it is essential to understand that the “ability to work under pressure” is not a specific skill or trait. Instead, it is a broad term often used to justify demanding work environments.

Therefore, you must provide specific examples of how you have shown skills such as time management, problem-solving and adaptability in previous positions. This way, employers can better understand the value you bring to the company.

In addition, you should also be prepared to give specific examples of how you have handled high-stress situations in the past. For example, if you have experience managing a project with tight deadlines, you should be able to discuss the specific steps you took to ensure that the project was completed on time.

This gives employers a clear picture of your problem-solving skills and how you handle pressure.

But that’s not all. You should also know that different industries and functions bring different pressure. For example, a salesperson is expected to work under pressure because they have to meet their sales targets, while a nurse is expected to work under pressure because they deal with patients in critical condition.

You should also be prepared to discuss your work-life balance and how you deal with stress. Employers want to know that their employees can handle the pressures of the job without overwhelming themselves.

So, talk honestly about your limits and your priorities for your well-being. For example, you can talk about how you take regular breaks to recharge or how you have a set schedule to disconnect from work after close of business.