If you tend to worry about a lot of things, you're no different from any exception achiever. Worrying is not a bad thing because it can often encourage us to better ourselves and improve.However, worrying to the point of catstrophizing is dangerous and will ultimately end your career (worst-case scenario).It's important to find a balance where you have enough distance from your "impending doom" thoughts in order to see them clearly.

The Right Amount of Worry

<ol><li>What is the financial state of your company, the industry it's in, and the economy?</li><li>What's the general culture of your company/organization/institution?</li><li>Does your manager think and act critically?</li><li>Do you have any personal biases and if so, what are they?</li></ol>

Questions To Determine If Your Fear is Rational

There are many fears surrounding job stability and it is reasonable for it to cause you worry however doing the proper research on your company or ask for direct feedback from your manager, this allows you to get clues on whether you have to prepare for a potential layoff or not.It's okay to overthink things but it's much more important to think abour your mental health and that your fears should be grounded in evidence. Regardless, always keep in mind that if in the case that you were fired, you will bounce back because your career is not over yet.

Awareness of Work Environment

<img src="https://hbr.org/resources/images/article_assets/2021/03/Mar21_11_89797277.jpg" width="630" height="354"><div class="caption" dir="ltr">
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		Summary.&nbsp;&nbsp;&nbsp;
		If you’re just starting out in your career, it’s likely that you often worry about things like failing, disappointing others, and getting fired or laid off from you job. But worrying, to the point of catastrophizing, can be dangerous for you and your career. Here are some...<button dir="ltr">more</button>
	</div><img src="https://hbr.org/resources/images/article_assets/2020/10/Ascend_Logo_2020_2x.png" alt="Ascend logo" width="105" height="25">Where your work meets your life. See more from Ascend <a href="https://hbr.org/insight-center/ascend" dir="ltr">here</a>.What do Elon Musk, Serena Williams, and Leonardo DiCaprio, have in common?Besides the fact that they are all wildly successful in their fields, they are all also big worriers. <a href="https://fortune.com/2017/08/03/elon-musks-tweets-about-mental-health-are-a-reminder-that-great-highs-often-come-with-invisible-terrible-lows/" dir="ltr">Elon Musk</a> has talked about the “terrible lows and unrelenting stress” of his work and life. <a href="https://www.huffpost.com/entry/serena-williams-anxiety-motherhood_n_5ae1d4fbe4b02baed1b76a51" dir="ltr">Serena Williams</a> has shared her experience with self-doubt and anxiety. And <a href="https://www.rollingstone.com/movies/movie-news/leonardo-dicaprio-faces-his-demons-116522/" dir="ltr">Leonardo DiCaprio</a> has said he’s worried about the future of his career.Surprised? Don’t be. Exceptional achievers tend to worry <a href="https://www.fastcompany.com/3050989/a-psychologist-breaks-down-the-pros-and-cons-of-perfectionism" dir="ltr">more than others</a> — about failing, disappointing others, not meeting their own high expectations, and yes, even losing their jobs.If you’re just starting out in your career, it’s likely that you worry about these things too. According to a <a href="https://www.mindsharepartners.org/mentalhealthatworkreport" dir="ltr">2019 study</a>, younger generations are struggling with anxiety at work at higher rates than their predecessors. Gen Zers are three times more likely to experience anxiety-related symptoms at work. For millennials, that multiple increases to four.My advice for you is this: First, know that worrying is not necessarily a bad thing. Worrying about your performance can often encourage you to improve and learn.&nbsp;And as I’m sure you’ve heard, we are living in a very unpredictable world. Being prepared for a variety of different possibilities and outcomes, like getting fired or laid off, is probably a good idea.At the same time, too much worrying, to the point of <a href="https://hbr.org/2020/09/what-to-do-when-your-mind-always-dwells-on-the-worst-case-scenario" dir="ltr">catastrophizing</a>, can be dangerous for you and your career. When we focus too much on the worst-case scenario, we lose our sense of reality, which can impact our relationships, productivity, and mental health. The key is to find a balance, and to do this, you need to create enough distance from your circling thoughts to see things clearly.Here are some questions that will help you determine whether or not your fears are grounded in reality, specifically when they surround losing your job.<h2>What’s the general financial state of your organization, industry, and economy?</h2>You should worry: 2020 likely increased your fears surrounding job stability. Many organizations were impacted by the pandemic, <a href="https://www.bls.gov/opub/ted/2020/unemployment-rate-rises-to-record-high-14-point-7-percent-in-april-2020.htm?view_full" dir="ltr">general unemployment</a> went up, and young people were disproportionately affected.&nbsp;People between the ages of 16 and 29 represented <a href="https://www.brookings.edu/research/unemployment-among-young-workers-during-covid-19/" dir="ltr">less than one-fourth of the workforce in 2020</a>, and yet they still accounted for one-third of the rise in unemployment during the first quarter. When you look at the data, it’s hard to imagine not being at least a little concerned.If the general financial state of your company is bad, it’s reasonable to worry that you might get fired or laid off. But this can be hard to gauge, as not all companies are transparent about their finances. To ground your fears in reality, do some research on the state of your industry, as well as your country’s economy. Search for terms like: “Current unemployment rate in [insert your industry],” or “[Insert your country] economy in 2021.” That will lend you some clues on whether or not you should be prepared for a potential layoff.You shouldn’t worry: If, after your search, you discover that your industry’s financial state is solid, that’s a sign that your job is probably safe. And in many places — including the U.S. — the overall economy <a href="https://www.manpowergroup.com/workforce-insights/data-driven-workforce-insights/manpowergroup-employment-outlook-survey-results#%20" dir="ltr">has been recovering</a>. Unemployment rates have <a href="https://data.oecd.org/unemp/unemployment-rate.htm" dir="ltr">continued to go down</a>&nbsp;globally (compared to the&nbsp;first few months of 2020), which means you are statistically less likely to lose your job now as a result of the pandemic.&nbsp;Being kept in employment despite the pandemic should make you feel very valued by your company, especially if it’s struggling.<h2>What’s the general culture of your organization?</h2>You should worry: Some companies have transparent, open, feedback-oriented <a href="https://www.greatplacetowork.com/resources/blog/three-ways-to-lead-a-transparent-culture" dir="ltr">cultures</a>. If you work for one of these organizations, then you will probably benefit from predictable HR processes, including standardized performance reviews, and management decisions that seem <a href="https://www.amazon.com/Fair-Talk-Three-Powerful-Feedback/dp/1912555093" dir="ltr">rational and fair</a>. Unfortunately, most people don’t work for open organizations like this and are instead forced to analyze what actions, events, or negative feedback might be warning signs. If the general culture of your organization sounds more like the latter situation, it’s natural to worry more about losing your job, especially if you’re concerned about your performance or getting negative feedback from your manager. In these circumstances it is useful to understand how your boss thinks and operates (we’ll talk about that next).You shouldn’t worry:&nbsp;If your company’s culture is generally open and fair, being fired will not be a surprise. It will likely follow an explicit explanation that there is a gap between what you can bring to the organization and what the organization needs — a gap that is hard to close. So you can stop worrying, unless you’re having these types of conversations with your manager or HR department. If, on the other hand, you are meeting the responsibilities set out for your role and are consistently getting positive or constructive feedback <a href="https://hbr.org/2015/09/the-best-managers-are-boring-managers" dir="ltr">from your manager,</a>&nbsp;that’s a great sign. They’re not going to lie to you about a positive performance.<h2>How does your manager think and act?</h2>You should worry: The best way to assess whether or not you may get fired is to ask your boss directly. It may be a bit awkward, but you could approach the topic in a subtle way. For instance, during your next one-on-one meeting, you might say, “I’d love to hear your feedback on my performance. Do you feel I’m meeting your expectations, or are there areas of my work I can improve?” You can even follow up with, “Is there anything I should be doing to bring more value to you and the company?” <a href="https://hbr.org/2016/03/two-thirds-of-managers-are-uncomfortable-communicating-with-employees" dir="ltr">Managers often struggle</a> to provide negative feedback, but you can make it easier for them to critique you. If the feedback you get is overly negative and not constructive, that could be a sign that you should worry, but remember that critical feedback can be a good thing. It can show that your manager is interested in your growth.Some people may not feel comfortable asking their manager for feedback directly, and that’s okay. In this case, you can try to look for indicators in your boss’s behavior. Ask your teammates whether or not your manager provides them with constructive feedback on their performance, communicates with them regularly and clearly, and if they find your boss predictable or not. You and your coworkers may have different perspectives on the same person, but your <a href="https://www.emerald.com/insight/content/doi/10.1108/TPM-03-2019-0025/full/html" dir="ltr">collective understanding</a> of your boss will help all of you interpret their behavior more clearly, and may relieve any false concerns you have about getting fired.If you do, however, find that your boss is providing you with more negative feedback than your coworkers, that’s something to pay attention to. For example, if your boss often tells you, “We really need to get this done faster,” or, “Next time, try approaching the project in this way,” but doesn’t give constant correction to your teammates, that’s not a great sign. This doesn’t necessarily mean you’re on the verge of getting fired, but it may signal that you need to have a more direct conversation with your manager to get on the same page. You can say, “I noticed that I’ve been getting more negative feedback lately, and I want to make sure I’m doing my best work. Can you give me some recommendations on how to improve my performance?”Whatever you do, always have that conversation with your manager. These situations can be nuanced, and very often, <a href="https://hbr.org/2020/11/ask-an-expert-what-should-i-do-if-my-boss-is-gaslighting-me" dir="ltr">they may be a part of the problem</a>. If you don’t trust your manager to be open with you and feel you are being treated differently than others, it could be worth investigating the issue with your HR department.You shouldn’t worry: If you ask your manager for explicit feedback and their response is that they are happy with your performance, take them at face value and ease up on your worrying. Likewise, in sharing your experiences with your coworkers, if you find that your boss communicates with you all in a similar manner, that’s a good sign too. You may find out that your boss responds to everyone with, “I need it faster,” or, “You should have done it like this,” and that this is not a sign that they’re mad at you or that you’re on the verge of losing your job. Not every small action from your boss will be an indicator, and the better you get to know them, the easier they will be to read.<div>
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Where your work meets your life. See more from Ascend <a dir="ltr" href="https://hbr.org/insight-center/ascend">here </a>.

What do Elon Musk, Serena Williams, and Leonardo DiCaprio, have in common?

Besides the fact that they are all wildly successful in their fields, they are all also big worriers. <a dir="ltr" href="https://fortune.com/2017/08/03/elon-musks-tweets-about-mental-health-are-a-reminder-that-great-highs-often-come-with-invisible-terrible-lows/">Elon Musk </a>has talked about the “terrible lows and unrelenting stress” of his work and life. <a dir="ltr" href="https://www.huffpost.com/entry/serena-williams-anxiety-motherhood_n_5ae1d4fbe4b02baed1b76a51">Serena Williams </a>has shared her experience with self-doubt and anxiety. And <a dir="ltr" href="https://www.rollingstone.com/movies/movie-news/leonardo-dicaprio-faces-his-demons-116522/">Leonardo DiCaprio </a>has said he’s worried about the future of his career.

Surprised? Don’t be. Exceptional achievers tend to worry <a dir="ltr" href="https://www.fastcompany.com/3050989/a-psychologist-breaks-down-the-pros-and-cons-of-perfectionism">more than others </a>— about failing, disappointing others, not meeting their own high expectations, and yes, even losing their jobs.

If you’re just starting out in your career, it’s likely that you worry about these things too. According to a <a dir="ltr" href="https://www.mindsharepartners.org/mentalhealthatworkreport">2019 study </a>, younger generations are struggling with anxiety at work at higher rates than their predecessors. Gen Zers are three times more likely to experience anxiety-related symptoms at work. For millennials, that multiple increases to four.

My advice for you is this: First, know that worrying is not necessarily a bad thing. Worrying about your performance can often encourage you to improve and learn.  And as I’m sure you’ve heard, we are living in a very unpredictable world. Being prepared for a variety of different possibilities and outcomes, like getting fired or laid off, is probably a good idea.

At the same time, too much worrying, to the point of <a dir="ltr" href="https://hbr.org/2020/09/what-to-do-when-your-mind-always-dwells-on-the-worst-case-scenario">catastrophizing </a>, can be dangerous for you and your career. When we focus too much on the worst-case scenario, we lose our sense of reality, which can impact our relationships, productivity, and mental health. The key is to find a balance, and to do this, you need to create enough distance from your circling thoughts to see things clearly.

Here are some questions that will help you determine whether or not your fears are grounded in reality, specifically when they surround losing your job.

What’s the general financial state of your organization, industry, and economy?

You should worry: 2020 likely increased your fears surrounding job stability. Many organizations were impacted by the pandemic, <a dir="ltr" href="https://www.bls.gov/opub/ted/2020/unemployment-rate-rises-to-record-high-14-point-7-percent-in-april-2020.htm?view_full">general unemployment </a>went up, and young people were disproportionately affected. People between the ages of 16 and 29 represented <a dir="ltr" href="https://www.brookings.edu/research/unemployment-among-young-workers-during-covid-19/">less than one-fourth of the workforce in 2020 </a>, and yet they still accounted for one-third of the rise in unemployment during the first quarter. When you look at the data, it’s hard to imagine not being at least a little concerned.

If the general financial state of your company is bad, it’s reasonable to worry that you might get fired or laid off. But this can be hard to gauge, as not all companies are transparent about their finances. To ground your fears in reality, do some research on the state of your industry, as well as your country’s economy. Search for terms like: “Current unemployment rate in [insert your industry],” or “[Insert your country] economy in 2021.” That will lend you some clues on whether or not you should be prepared for a potential layoff.

You shouldn’t worry: If, after your search, you discover that your industry’s financial state is solid, that’s a sign that your job is probably safe. And in many places — including the U.S. — the overall economy <a dir="ltr" href="https://www.manpowergroup.com/workforce-insights/data-driven-workforce-insights/manpowergroup-employment-outlook-survey-results#%20">has been recovering </a>. Unemployment rates have <a dir="ltr" href="https://data.oecd.org/unemp/unemployment-rate.htm">continued to go down </a> globally (compared to the first few months of 2020), which means you are statistically less likely to lose your job now as a result of the pandemic. Being kept in employment despite the pandemic should make you feel very valued by your company, especially if it’s struggling.

What’s the general culture of your organization?

You should worry: Some companies have transparent, open, feedback-oriented <a dir="ltr" href="https://www.greatplacetowork.com/resources/blog/three-ways-to-lead-a-transparent-culture">cultures </a>. If you work for one of these organizations, then you will probably benefit from predictable HR processes, including standardized performance reviews, and management decisions that seem <a dir="ltr" href="https://www.amazon.com/Fair-Talk-Three-Powerful-Feedback/dp/1912555093">rational and fair </a>. Unfortunately, most people don’t work for open organizations like this and are instead forced to analyze what actions, events, or negative feedback might be warning signs. If the general culture of your organization sounds more like the latter situation, it’s natural to worry more about losing your job, especially if you’re concerned about your performance or getting negative feedback from your manager. In these circumstances it is useful to understand how your boss thinks and operates (we’ll talk about that next).

You shouldn’t worry:  If your company’s culture is generally open and fair, being fired will not be a surprise. It will likely follow an explicit explanation that there is a gap between what you can bring to the organization and what the organization needs — a gap that is hard to close. So you can stop worrying, unless you’re having these types of conversations with your manager or HR department. If, on the other hand, you are meeting the responsibilities set out for your role and are consistently getting positive or constructive feedback <a dir="ltr" href="https://hbr.org/2015/09/the-best-managers-are-boring-managers">from your manager, </a> that’s a great sign. They’re not going to lie to you about a positive performance.

You should worry: The best way to assess whether or not you may get fired is to ask your boss directly. It may be a bit awkward, but you could approach the topic in a subtle way. For instance, during your next one-on-one meeting, you might say, “I’d love to hear your feedback on my performance. Do you feel I’m meeting your expectations, or are there areas of my work I can improve?” You can even follow up with, “Is there anything I should be doing to bring more value to you and the company?” <a dir="ltr" href="https://hbr.org/2016/03/two-thirds-of-managers-are-uncomfortable-communicating-with-employees">Managers often struggle </a>to provide negative feedback, but you can make it easier for them to critique you. If the feedback you get is overly negative and not constructive, that could be a sign that you should worry, but remember that critical feedback can be a good thing. It can show that your manager is interested in your growth.

Some people may not feel comfortable asking their manager for feedback directly, and that’s okay. In this case, you can try to look for indicators in your boss’s behavior. Ask your teammates whether or not your manager provides them with constructive feedback on their performance, communicates with them regularly and clearly, and if they find your boss predictable or not. You and your coworkers may have different perspectives on the same person, but your <a dir="ltr" href="https://www.emerald.com/insight/content/doi/10.1108/TPM-03-2019-0025/full/html">collective understanding </a>of your boss will help all of you interpret their behavior more clearly, and may relieve any false concerns you have about getting fired.

If you do, however, find that your boss is providing you with more negative feedback than your coworkers, that’s something to pay attention to. For example, if your boss often tells you, “We really need to get this done faster,” or, “Next time, try approaching the project in this way,” but doesn’t give constant correction to your teammates, that’s not a great sign. This doesn’t necessarily mean you’re on the verge of getting fired, but it may signal that you need to have a more direct conversation with your manager to get on the same page. You can say, “I noticed that I’ve been getting more negative feedback lately, and I want to make sure I’m doing my best work. Can you give me some recommendations on how to improve my performance?”

Whatever you do, always have that conversation with your manager. These situations can be nuanced, and very often, <a dir="ltr" href="https://hbr.org/2020/11/ask-an-expert-what-should-i-do-if-my-boss-is-gaslighting-me">they may be a part of the problem </a>. If you don’t trust your manager to be open with you and feel you are being treated differently than others, it could be worth investigating the issue with your HR department.

You shouldn’t worry: If you ask your manager for explicit feedback and their response is that they are happy with your performance, take them at face value and ease up on your worrying. Likewise, in sharing your experiences with your coworkers, if you find that your boss communicates with you all in a similar manner, that’s a good sign too. You may find out that your boss responds to everyone with, “I need it faster,” or, “You should have done it like this,” and that this is not a sign that they’re mad at you or that you’re on the verge of losing your job. Not every small action from your boss will be an indicator, and the better you get to know them, the easier they will be to read.

Are You Actually Going to Get Fired?

The Right Amount of Worry

Questions To Determine If Your Fear is Rational

Awareness of Work Environment

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