Stress at work is everywhere — but what truly causes it? While stress can stem from many factors, one of the most overlooked and powerful sources is a lack of control, especially in hierarchical work environments. In this article, we’ll explore why control matters so much, how hierarchy adds to stress, and what both employees and managers can do to regain autonomy and reduce workplace stress.
Common Stress Triggers at Work
Many stressors at work seem unrelated at first glance. But when we take a closer look, we often find a common thread: hierarchy and lack of control. Do you recognize any of these situations?
- Tight deadlines imposed from above
- Too many tasks at once, with no say in priorities
- Managers contacting you outside working hours
- Being assigned work you don’t want or can’t handle
- Receiving criticism that feels random or unfair
These examples all involve decisions made by others — often more senior staff — which you’re expected to carry out without input or negotiation. This imbalance is at the root of many workplace stress problems.
The Link Between Hierarchy and Stress
In most organizations, managers make decisions and employees carry them out. This top-down structure can create dependency, uncertainty, and a sense of powerlessness among employees.
Scientific research supports this connection. One of the most famous studies is the Whitehall Study in the UK, which followed thousands of civil servants for decades. It found a clear pattern: the lower someone’s position in the hierarchy, the higher their risk of stress-related illness — including heart disease.
Why? Because employees lower down the ladder had less control over their tasks, timing, and decisions — a key predictor of chronic stress.
Who Experiences More Stress: Leaders or Employees?
Contrary to popular belief, it's not company leaders who feel the most stressed. While they carry significant responsibility, leaders also report feeling more in control of their time and decisions. This sense of agency is protective against chronic stress.
By contrast, employees lower in the hierarchy often report the opposite: not knowing what each day will bring, having little say in their work, and being constantly evaluated. The result? More stress, more health issues, and lower motivation.
What Animal Studies Reveal About Stress and Hierarchy
Interestingly, similar patterns appear in animals that live in social groups. In stable hierarchies — like among baboons — lower-ranking individuals show higher stress hormone levels, weaker immune systems, and worse health overall.
But in unstable hierarchies, it’s the leaders who suffer most, because they are constantly challenged and must fight to maintain their position. The lesson? It’s not just about where you are in the hierarchy — it’s whether that position comes with predictability, stability, and control.
Why Unpredictability Is So Stressful
A lack of control is stressful enough. But when unpredictability is added, the effects worsen. If employees never know when they’ll be reprimanded, criticized, or reassigned — they remain in a constant state of alert.
This kind of long-term psychosocial stress can:
- Raise blood pressure
- Weaken the immune system
- Increase abdominal fat
- Contribute to heart disease
And all of this stems from feeling powerless in the face of unpredictable demands from higher-ups.
Examples of Hierarchy-Related Stress in Organizations
Beyond workload and feedback, other common workplace stressors also boil down to a lack of control:
- Conflicts with managers: Employees often can’t influence the outcome and may fear dismissal.
- Lack of involvement in decisions: Especially for middle managers, this leads to stress and burnout.
- Unclear expectations: Not knowing what’s expected increases uncertainty and tension.
- Workload spillover: Having to work evenings due to impossible deadlines blurs work-life boundaries.
Even efforts to increase efficiency — like pre-fabrication in construction or digital communication — can backfire if employees feel squeezed for time and autonomy.
How Managers Can Help Reduce Stress
Leaders don’t need to give up authority to reduce stress. Instead, they can:
- Involve employees in strategic discussions
- Give teams more control over their time and methods
- Offer flexibility where possible (e.g. remote work, staggered hours)
- Align company goals with employee needs
In animal groups like elephants, leaders consult the group and adjust behavior accordingly. Human leaders can take inspiration from this more democratic model — where power is based on knowledge and experience, not intimidation.
What Employees Can Do to Regain Control
Employees can also take steps to reclaim a sense of agency:
- Speak up about overload: Frame it constructively, showing how current workloads affect output.
- Highlight workflow inefficiencies: Position concerns as opportunities for the company to improve.
- Use "I" statements: Explain how demands impact your performance and health.
When employees turn personal stress into a shared organizational concern, managers are more likely to listen — and act.
Regaining Control: A Path Forward
While stress at work can have many sources, lack of control and rigid hierarchies consistently emerge as the most damaging. The good news? With better awareness, communication, and leadership practices, both managers and employees can change this dynamic.
Stress doesn’t have to be a given. Regaining control — even small amounts — can be a powerful first step toward a healthier work life.
