What is the mental load?
It's all the thoughts, preoccupations and ruminations that constantly occupy us. It is the result of stress linked to the simultaneous management of multiple responsibilities. The INSPQ includes mental workload in the category of ‘psychosocial risks’. Psychosocial risks are described as factors related to work organisation, management practices, employment conditions and social relations that increase the likelihood of harmful effects on the physical and psychological health of those exposed.
Several factors contribute to the intensification of this workload: the acceleration of work rhythms, the scale of projects, incessant change, tight deadlines, growing expectations, as well as the complexity of human relations. What's more, technology and the constant management of information amplify this cognitive overload, placing continuous demands on our brains.
If this load is not properly managed, it can turn into psychological stress, impacting on health and quality of life at work. Do you already have a few examples in mind of what you experience at work? It's normal!
What are the consequences?
On a personal level, we're thinking in particular of fatigue, what we call ‘dispersion’ and ‘mental fog’ (difficulty in paying attention, frequent forgetfulness, memory loss), but also difficulty in getting things done. On a professional level, there is a drop in productivity, motivation, creativity, concentration and decision-making.
When it comes to relationships, there are problems linked to irritability, impatience and animosity. All of these factors have a negative impact on our effectiveness and that of the team.
The mental burden reduces our ability to manage stress, creating a vicious circle that is difficult to break, and can even lead to anxiety disorders, panic attacks, sleep problems, etc. Statistics Canada points out that just over 4.1 million people reported high or very high levels of work-related stress, representing 21.2% of all people in employment. The most common causes are a heavy workload, affecting 23.7% of people in employment, and difficulty balancing work and personal life (15.7% of people in employment). The Institut de recherche et d'études féministes at UQAM has also produced research identifying the mental burden that is piling up on the shoulders of women in the workplace, as recently as 2024. The FCCQ's findings are just as alarming: in 2023, a Université Laval study revealed that 49% of SME employees surveyed were living with a mental health or substance abuse problem. Simon Coulombe, the study's lead researcher, found that one in two experienced at least mild distress and that 22% of participants suffered from anxiety at a clinical level.
As you can see, mental workload is not a subject to be neglected, because its consequences are real and tangible. Having made this diagnosis, let's look at how to counter the phenomenon.
How can we maintain our mental health in the face of mental workload?
There are a few things you can do to take the pressure off quickly:
- Prioritising tasks (not everything can be a priority!)
- Digital disconnection after working hours (to rest and recharge your batteries). And if some people find it hard to do this, Canada is thinking of taking inspiration from certain European laws that simply prohibit contacting an employee outside office hours).
- Open communication within the team about the overload, to ensure a better distribution of tasks. This may require the existence of a supportive working environment where everyone is free to express themselves. Informal meetings could be set up, simply to take the time to discuss this issue and potentially create collaboration between employees to support each other.
- Learning to say no. We've all been known to accept an extra project or a deadline that's too tight, for a whole host of false good reasons (important client, friendly colleague, overbearing manager...). Accepting what is untenable inevitably leads to overload (and the risk of it happening again, since you've already accepted it the first time). Saying no doesn't mean refusing to work, or to help. On the contrary, it means giving yourself the means to take on your workload and deliver what you already have to deliver. Saying no can take resolve and method (more on how to do this in this article).
- Mindfulness. A notion that deserves a closer look. Although definitions and methods of measuring mindfulness sometimes diverge in the scientific literature, two dimensions are always at the heart of this concept: attention and acceptance. Attention is mental activity deliberately directed towards what is being experienced in the present moment (bodily sensations, emotions or thoughts). Acceptance, on the other hand, consists in welcoming what you perceive with benevolence and curiosity, without wishing the experience were otherwise. In other words, listen to your body and your emotions. Above all, don't repress your emotions, and communicate your state of mind to those around you whom you trust.
Mindfulness and mental load management
Mindfulness consists in bringing our attention back to the present moment in an intentional way (thoughts, emotions, sensations, but without trying to analyze or label them). Some benefits:
- Stress reduction: I welcome my emotions as they are, without reacting to them impulsively.
- Concentration and attention on the present moment, which limits critical thinking.
- Increased resilience: by accepting the situation as it is, without judging it, I make it easier to adapt to the unexpected; and I let go of what I can't control.
- Improved relationships: by not judging, I'm more empathetic and authentic, which helps reduce misunderstandings and snap judgments.
Training managers in this approach has a significant impact on their practice. Benefits include the ability to
- Identify signs of mental overload
- Reduce reactive behavior
- Motivate employees and strengthen their commitment
- Provide support for every team member
- Promote a caring culture and a healthy work environment
In conclusion
Cognitive overload at work is a complex, often underestimated, yet very real problem. Learning to recognize the signs is the first step to implementing strategies that will help reduce this mental load. After all, it's more than desirable to establish (or re-establish) a balance between professional demands and personal well-being. It's a task of co-creation that awaits organizations and their employees to develop this productive, healthy and harmonious work environment.
To find out more :
Mental health: manage your mental workload to avoid overwork
