Why Do Young Employees Experience Performance Anxiety in Their First Job?

Excitement, pride, and anxiety often blend as many embark on their first job. It’s the first time many people have experienced such opportunities leading to financial independence, professional engagement, and adult development. But they give them the opportunities, and they come with anxiety – anxiety about failing, anxiety about not meeting standards, anxiety about being ineffective. But performance anxiety emerges from a cascade of emotional stressors fueled by work hours and role confusion, and instability that researchers in psychology and organisational studies have named the transition from education to employment. This article explores the reasons why first jobs make many young employees anxious, what studies have shown about work stress and mental health, and how challenges during one’s first job shape one’s mental health going forward. 

Read More: First Paycheck, First Freedom: How Financial Independence Impacts Emotional Well-Being

Work Stress, Anxiety, and Occupational Health 

Stress at work becomes an increasingly common preventative measure against mental health. A  leading Canadian association’s occupational fact sheet notes that major stressors that contribute to potential burnout, decreased job satisfaction, and psychological distress are work demands, limited job control, poor work-life balance, unclear job roles, and negative personal interactions. (Canadian  Psychological Association, 2024) 

Poor working conditions, including limited job control, job insecurity, and high demands, expose workers to increased odds of poor mental health over time- depression and anxiety predispose those in poorly structured jobs longitudinally, according to a UK study. (Belloni et.al, 2022) 

Therefore, poor working conditions can compound the natural anxieties that come with starting one’s first job, increasing the risk of performance anxiety and self-esteem struggles. A 2022 study indicated that work stressors associated with ambiguous role meaning, conflict,  organisational support absence, and interpersonal conflict emerge as strong predictors of worse occupational health – especially among younger employees. Interestingly enough, work adaptability skills emerged as a workplace resilience measure against stress only in the scenario of meaningful work. (Zhou & Zheng, 2022) 

Thus, when stress levels are compounded with low levels of meaning from one’s first position, the potential for performance anxiety and inferiority becomes all the more likely in those young employees still finding their professional identity. 

Read More: The Psychology of Quitting Your First Job: Why Leaving Feels Like Failure

Why “Am I Enough?” Becomes an Everyday Challenge 

1. Ambiguity and Role Conflict 

Many times, postgraduates enter the workforce without a game plan in mind. They may have vague expectations of performance, shifting standards, or unclear job descriptions. Role ambiguity is stressful because it means that there are expectations of the employee, but without knowing what is expected, overthinking and self-doubt occur. This uncertainty induces fear of failure.  Especially in circumstances where pressure is on (first paycheck, first resume job entry line, how peers may perceive work ethic), novice workers find themselves in precarious predicaments through role uncertainty and perceived stress from a lack of control. (Canadian Psychological  Association, 2024) 

2. Performance Anxiety and Role Inexperience 

Young workers feel they must hit the ground running for their bosses or even for themselves to prove themselves capable. With little or no experience at all, every task may be perceived as overwhelming. The disparity between perceived competence versus actual competence fosters performance anxiety, as anxiety related to making a mistake or underperforming or coming off as lazy. Such connections relate to one’s professional identity development, for someone whose professional identity has yet to really take off, as they are still figuring it out. 

3. Outside Stressors and Work-Life Integration 

An early position often entails commuting, budgeting, and socialisation for after-hours work events and other lifestyle considerations. Increased stressors drain emotional reservoirs before personal support systems are even developed, while workplace demands are high, to begin with. A related issue is job insecurity – researchers have recently found precarious, freelance, or contract positions are linked to heightened anxiety and overall mental health concerns. (An et.al, 2023) 

Read More: The Psychological Toll of Financial Instability on Freelancers 

Psychiatric and Emotional Impacts 

Performance anxiety and feelings of inadequacy, if left unresolved, lead to: 

1. Chronic anxiety and excessive worrying. 
2. Lack of satisfaction within one’s job (and soon enough, too). 
3. Burnout (the emotional version) over time. 
4. Self-esteem/self-worth issues, whether or not they relate to avoidant behaviours in the first place. 
5. Avoidance – avoiding ownership, speaking up, volunteering for difficult assignments. (Schaufeli et.al, 2014) 

Beyond that, mental health conditions, especially in the workplace, also impact socialisation outside of work, sleep patterns and life enjoyment. According to the World Health Organisation,  positive work has the potential to raise mental well-being through stability, diversity, and meaning, but only when the condition of work is positive. (Schaufeli et.al, 2014) 

Looking Ahead

Meaning-Making in First Jobs for Better Emotional Well-Being. Meaning is established by recognising the attributed symptoms of performance anxiety, which lead to a better understanding of how to respond meaningfully. 

For the Young Adult:

1. Understanding: Avoid role ambiguity and self-doubt by asking superiors what expectations exist and if feedback is possible for the current role, with additional resources available. 
2. Support- Seek support: Interpersonal suggestions for peer cohorts bring mentoring or supportive work colleagues who can offer input, comfort, and emotional accessibility. 
3. Expectations: Allow expectations for rational assumptions, recognising that performance in the early days of work will most likely come with mistakes, so don’t expect perfection on day one, yet also don’t allow a bad work ethic to be an expectation. 
4. Coping: Coping mechanisms are helpful via mindfulness practice for stress management,  exercise and healthy sleep routines. 
5. Meaning- Create meaning: Small parts of work that one can control and align with valued orientations can help create a sense of meaning. The more perceived control over connectedness in work provides resilience efforts and increases occupational satisfaction. (World Health Organisation, 2024) 

For the Company/Employer: 

1. Psychological safety: Encourage this through role clarity, transparency and frequent communication with new employees in need of feedback. The most impactful stressors negatively impacting job satisfaction are unsupported role ambiguity and general ambiguity. (Zhou & Zheng, 2022) & (World Health Organisation, 2024) 
2. Work-life integration: Reduce stigma about mental health resources as outlets and stress management means to avoid burnout and performance anxiety. (Zhou & Zheng, 2022) 
3. Engagement – Encourage engagement through volunteer opportunities that give new employees substantial roles with insight into how their efforts contribute to institutional meaning. Occupational wellness will benefit from this focus, especially for newer employees. (Zhou & Zheng, 2022) & (World Health Organisation, 2024) 

Read More: Improving Workplace Satisfaction, Motivation and Productivity Using Positive Psychology

Conclusion 

In summary, first employment is an enjoyable life opportunity that, while empowering, can emotionally burden new employees. Ambiguous roles, novice levels, anticipated needs, and stress-inducing environments often create the professional performance gap and novice feelings.  Fortunately, both these potential pitfalls.  First employment does not need to be a rite of passage, but instead, by providing clarity, established support systems, feasible projections, and administrative safeguards, it can be a catalyst for career growth, emotional resilience, and overall healthy employability.

Read More: How Early Work Experience Shapes Long-Term Career Satisfaction

FAQs 

1. What is performance anxiety? 

Many individuals enter the workforce feeling unprepared or like impostors, especially when they’re surrounded by experienced colleagues. This pressure to perform can trigger anxiety and self-doubt. The lack of feedback or mentorship can make it even harder to trust one’s abilities. 

2. What emotional signs indicate that fear of not being enough is impacting work? 

Constant second-guessing, difficulty sleeping, emotional exhaustion, and avoiding tasks due to fear of failure are all common signs. Overworking or people-pleasing behaviours may also mask deeper insecurity. These patterns can lead to burnout if left unaddressed. 

3. How can young professionals manage performance anxiety in their first place? 

Building realistic expectations, seeking mentorship, and practising self-compassion are helpful tools. Recognising that growth involves mistakes and that no one expects perfection can ease pressure. Therapy or professional coaching can also help address chronic anxiety or imposter feelings.

References +

An, H., Gu, X., Obrenovic, B., & Godinic, D. (2023). The Role of Job Insecurity, Social  Media Exposure, and Job Stress in Predicting Anxiety Among White-Collar  Employees. Psychology research and behaviour management, 16, 3303–3318.  https://doi.org/10.2147/PRBM.S416100 

Belloni, M., & others. (2022). The impact of working conditions on mental health: Novel longitudinal evidence from the UK. Journal of Psychosocial Work & Development, 15(2),  123–137. https://doi.org/10.1016/j.labeco.2022.102176. 

https://www.sciencedirect.com/science/article/pii/S0927537122000677

Canadian Psychological Association. (2024, May 29). Psychology Works: Mental health and the workplace [Fact sheet]. https://cpa.ca/psychology-works-fact-sheet-mental health-and-the-workplace/ 

Schaufeli, W. B. (2014). Burnout, boredom and engagement in the workplace. In  Handbook of Work and Health Psychology (pp. 173–196). Wiley https://www.wilmarschaufeli.nl/publications/Schaufeli/416.pdf? 

World Health Organisation. (2024). Mental health at work [Fact sheet].  https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work?

Zhou, H., et al. (2022). Work stressors and occupational health of young employees: The moderating role of work adaptability. Frontiers in Psychology, 13, 796710.  https://www.frontiersin.org/journals/psychology/articles/10.3389/fpsyg.2022.796710DOI=10.3389/fpsyg 2022.796710