Drowning in Data: The Psychology Behind Technostress at Work

Understanding the Roots of Technostress

When I sent one of my staff members to a training session to learn and implement a new system, I assumed he would adapt quickly and come back ready to lead implementation. After all, he was smart, dependable, and had never missed a deadline. But when he returned, his body language, tone of voice, and overall demeanor all signaled distress. It wasn’t simply resistance to change but an emotional and cognitive overload that left him feeling defeated before he even began. He told me he experienced feelings of being 'lost' during the training; he was overwhelmed by the pace and too embarrassed to ask questions. That conversation opened my eyes. I realized I had underestimated the emotional toll that learning new technology can take, especially when it's layered on top of an already full workload. I knew I had to dig deeper to understand what was really happening and how I, as a leader, could better support him and others in similar situations.

Technostress, a term first coined by clinical psychologist Craig Brod in 1984, refers to the stress and negative psychological impacts associated with the use of technology. Brod defined it as “a modern disease of adaptation caused by an inability to cope with the new computer technologies in a healthy manner”¹. Since the 1980s, the intensity and pervasiveness of technology have increased exponentially, and so too has the incidence of technostress in workplaces across all sectors. While technology itself is not inherently harmful, the speed of innovation and the expectation for constant adaptation have outpaced many individuals’ capacity to adjust.

Five Primary Factors Contributing to Technostress

As I began to research technostress more deeply, I discovered that it is typically driven by five key techno-stressors. These factors can interact and compound each other, amplifying their impact on employees and teams. Understanding each one helps leaders and administrators design better training, communication strategies, and support systems.

• Techno-overload: This occurs when individuals are forced to work faster and longer due to technology. For example, a team member may be expected to respond instantly to emails and messages across multiple platforms, leading to cognitive fatigue and burnout².

• Techno-invasion: Technology allows work to intrude into personal time, making it difficult to disconnect. A staff member who receives after-hours notifications on their mobile device can begin to feel like they are always "on call," disrupting work-life balance³.

• Techno-complexity: When systems are overly complicated or lack intuitive design, users may feel inadequate or overwhelmed. An example would be a digital procurement system that requires multiple logins, unfamiliar terminology, and inconsistent workflows⁴.

• Techno-insecurity: Some employees fear being replaced by more tech-savvy colleagues or automated systems. For instance, a veteran planner confronted with GIS automation tools may fear that their skills are becoming obsolete⁵.

• Techno-uncertainty: Constant updates and changes in software platforms create instability. If a payroll system is updated every quarter without adequate training, employees may become frustrated by the frequent need to relearn processes⁶.

These categories are not mutually exclusive. In practice, a single employee may experience multiple forms of technostress simultaneously. Recognizing these patterns can help leaders build empathy and tailor their responses to meet specific needs.

Symptoms and Effects of Technostress

Technostress manifests in several ways, often starting subtly before escalating into more serious conditions. Psychologically, individuals may experience anxiety, irritability, low mood, or a lack of motivation. Emotionally drained employees may withdraw from teamwork and disengage from innovation efforts, seeing new technology as a threat rather than a tool⁷.

Physiologically, technostress can lead to headaches, insomnia, and muscle tension. The constant screen time and mental strain of multitasking across digital platforms can also contribute to eye strain and fatigue⁸. Behaviorally, employees may procrastinate on tasks involving new systems, avoid training sessions, or express cynicism about digital transformation efforts. These reactions, if left unaddressed, can impair overall organizational performance.

Leadership Strategies for Supporting Employees

As leaders, we must meet employees where they are. This means acknowledging that not everyone starts at the same level of tech fluency. When rolling out new platforms or systems, it is essential to provide tiered training options that accommodate various learning paces. Some staff may benefit from one-on-one coaching, while others thrive in peer-led groups or self-paced modules.

Setting realistic expectations is equally important. Allow time for learning and experimentation before requiring full adoption. Avoid penalizing mistakes during the transition period and instead foster a culture of curiosity and continuous improvement. Make it clear that learning is valued as much as performance outcomes, especially during times of digital change.

Building Tech Fluency Through Emotional Support

Beyond technical training, leaders should champion basic social-emotional learning (SEL) practices in the workplace. Simple techniques such as guided breathing, short mindfulness breaks, and stress-reduction exercises can help regulate emotions during challenging tech transitions. Encouraging employees to take structured breaks from screens can also reduce cognitive overload⁹.

Creating a psychologically safe environment is critical. Leaders should routinely check in with their teams to gauge how they feel about new tools and systems. Anonymous surveys, open office hours, and feedback forums offer employees safe spaces to express concerns. When leaders listen actively and respond with empathy, it strengthens trust and boosts resilience.

Tips for Individuals to Reduce Technostress

While leadership plays a key role, individuals can also take proactive steps to manage their own technostress. First, develop a personal boundary strategy. This might include setting "tech curfews," disabling non-essential notifications, or creating device-free zones during non-working hours. These small actions help restore work-life boundaries and protect mental well-being.

Second, improve digital literacy gradually. Focus on mastering one tool or feature at a time rather than trying to learn everything simultaneously. Use available help resources, such as tutorials or help desks, and don’t hesitate to ask colleagues for support. Confidence grows with practice, and each small success builds momentum toward greater fluency.

Encouraging a Balanced Approach to Technology

As leaders, it is our responsibility to recognize that technological advancement, while necessary, must be accompanied by compassion and strategic support. Technostress is real, but it is also manageable with the right awareness, systems, and human-centered practices in place.

Let’s commit to building workplaces where no one feels left behind by digital change. Whether you are a department head, team supervisor, or frontline employee, start by having honest conversations about technology-related stress. From there, implement practical solutions that support both productivity and well-being. Together, we can create environments where technology empowers rather than overwhelms.

Bibliography

1. Craig Brod, Technostress: The Human Cost of the Computer Revolution (Reading, MA: Addison-Wesley, 1984).

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9. Chesley, Noelle. "Information and communication technology use, work intensification and employee strain and distress." Work, Employment and Society 28, no. 4 (2014): 589-610.