Nervous System Dysregulation: A Hidden Barrier to Workplace Engagement

“Why is it I hire people with great skills, who come highly recommended, give them every tool I can think of to succeed, and then they can’t seem to get anything DONE!”

My client, Bob, was red in the face, raising his voice, and seemed on his way to passing out with frustration. His nervous system was definitely “dysregulated.”

And as he continued to talk, wondering if he should yet again reorganize responsibilities or bring in new systems and technology to increase productivity and engagement, it became clear to me that his entire team probably had nervous system dysregulation as well.

What Bob and his team needed to thrive was NOT another big change initiative. They needed an understanding of how the human nervous system responds to change and stress. And a set of tools to help them all regulate their nervous systems so that they can remain more resilient and engaged during times of change and stress.

However, that was an approach that had never occurred to Bob or the other leadership in his organization.

When we think about employee engagement, we often focus on external factors—leadership, culture, benefits, or even the physical workspace. But what if one of the biggest barriers to engagement lies within?

Let’s talk about nervous system dysregulation, a lesser-known yet powerful influence on how employees show up at work.

What is Nervous System Dysregulation?

Our nervous system is like the body's command center, controlling how we respond to stress, connect with others, and navigate challenges. Ideally, it functions like a well-tuned instrument, helping us shift between states of relaxation, focus, and high alert as needed.

But when stress becomes chronic or unresolved, the nervous system can get "stuck" in dysregulation—cycling between states of hyperarousal (anxiety, irritability, overwhelm) and hypoarousal (exhaustion, detachment, numbness).

How Does This Impact the Workplace?

1. Emotional Disconnection:
   Dysregulation often manifests as difficulty connecting with others. Employees might appear disengaged, avoid collaboration, or struggle to participate in team discussions.
2. Cognitive Impairment:
   A dysregulated nervous system affects focus, memory, and problem-solving abilities. Employees may struggle with productivity, decision-making, or creativity—not because they lack skills, but because their nervous system is in overdrive.
3. Burnout & Absenteeism:
   Prolonged stress can lead to physical and emotional exhaustion, increasing absenteeism and reducing overall performance.
4. Low Engagement:
   Dysregulation can make it hard for employees to feel a sense of purpose, motivation, or connection to their work. They may seem "checked out," not because they don't care, but because their bodies are prioritizing survival over engagement.

What Can Leaders Do?

The good news is that workplaces can play a pivotal role in supporting nervous system regulation and fostering engagement.

1. Prioritize Psychological Safety:
   Create an environment where employees feel safe to express themselves, share concerns, and take risks without fear of judgment or retaliation.
2. Normalize Mental Health Conversations:
   Openly discuss stress, burnout, and mental health challenges. Provide resources such as Resilience Coaching, Employee Assistance Programs (EAPs), workshops, or access to mental health professionals.
3. Encourage Rest & Recovery:
   Flexible schedules, adequate breaks, and clear boundaries between work and personal life can help employees recover from stress and maintain balance. Hybrid work options may also help.
4. Focus on Connection:
   Regular check-ins, low-stress team-building activities, and fostering authentic relationships can help employees feel seen, heard, and valued.
5. Provide Regulation Tools:
   Teach employees simple techniques to self-regulate, such as breathwork, mindfulness, or grounding exercises. These tools can help employees manage stress in real-time.

The Bottom Line

When employees are stuck in nervous system dysregulation, engagement can feel out of reach. But with intentional support, leaders can create an environment where employees feel safe, regulated, and empowered to contribute their best.

Engagement isn’t just about strategies—it’s about understanding the human experience.

What’s one thing your organization is doing to support employee wellbeing at a deeper level? Getting curious about employee well-being is the first step in creating a cultural transformation that will drive excellence, productivity, and resiliency!