Recognizing stress is one of the most impactful things leaders can do, along with responding with empathy. Stress is a key factor in employee well-being and building a strong workplace culture.
According to the World Health Organization (WHO), workplaces can help protect and promote mental health through supportive practices and environments.
Stress is a normal part of life and work. However, prolonged stress can contribute to burnout, disengagement, and decreased well-being if left unaddressed. These negatively impact your people and their quality and productivity. So, let’s look at ways to identify and respond to stress.
Recognizing Stress or Burnout: Common Signs
- Increased absenteeism or tardiness
- Withdrawal from coworkers
- Mood changes or irritability
- Declining productivity
- Fatigue or comments about fatigue
- Difficulty concentrating
- Increased errors and quality issues
- Reduced engagement
Respond with Empathy, Not Assumptions
Responding with empathy in the workplace means noticing that someone may be struggling, approaching them with care rather than judgment, and seeking to understand before reacting or solving. It focuses on listening, showing concern, and creating psychological safety.
So, what are some examples of responding with empathy? Below are a few:
Check in privately
“So, I’ve noticed you seem to have a lot on your plate lately. How are things going?”
Ask open-ended questions
“Is there anything that’s been particularly challenging recently?”
“How can I support you?”
Listen without immediately fixing
Allow employees space to talk instead of jumping directly into advice or solutions. Be mindful and respectful of boundaries.
Acknowledge their experience
“That sounds like a lot to manage.”
“I can understand why you feel overwhelmed.”
Avoid minimizing or comparing
Instead of: “Everyone’s stressed right now.”
Try: “I appreciate you sharing that with me.” Or “How can I support you during this busy time?”
Offer support where appropriate
Support might include workload prioritization, schedule flexibility, reminders about EAP resources, or simply regular check-ins.
Follow up later
Empathy isn’t one conversation. Instead, it is follow-ups like “I wanted to check back in and see how you’re doing”. Follow-ups can reinforce support.
For leaders, empathy does not mean becoming a counselor or lowering expectations. It means recognizing people as humans first and creating an environment where employees feel heard and supported.
Identify Factors That Make It Hard to Get Work Done
According to OSHA, 83% of workers suffer from workplace stress. Understand if work is contributing to stress and identify anything that can make it easier for employees to get their work done. What obstacles can be removed? Can we offer any type of flexibility? Are there technologies or resources available to ease the work or supplement the team? Taking the time to research this, even if no solution is identified, helps employees know you care and supports trust in the organization.
Final Thoughts
Stress is part of everyone’s life. So, understanding the impact of stress on employees, knowing how to respond to it, and consistently looking for ways to reduce it can directly affect the health of your employees and organization.
References
World Health Organization – Mental Health at Work: https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work
CDC – Providing Support for Worker Mental Health: https://www.cdc.gov/mental-health/caring/providing-support-for-workers-and-professionals.html
Occupational Safety and Health (OSHA) – Workplace Stress
