Stress doesn't always look like what we think; sometimes it's missed deadlines or irritability, other times it's physical symptoms like fatigue. Find out what you can do to support your team with stress.
Have you noticed that employees are more argumentative? Coming in late or calling out sick more often? Failing to meet production quotas or quality metrics? They may be dealing with stress. Stress can show up in many forms. Some signs are easy to spot, like irritability or anxiety. Others are more subtle, such as frequent headaches, trouble concentrating, or a noticeable dip in motivation.
These symptoms can quietly erode both wellbeing and performance. Often, we address the surface-level issues without recognizing the underlying stress behind them. Leaders and HR teams may focus on productivity or behavior, not realizing they’re responding to a deeper problem that needs compassion, not just correction.
Here are some common signs of stress to look out for in your workforce, and how to help them navigate it with care.
Stress doesn’t always announce itself, but it leaves clues. These are some of the most common signs that employees may be struggling beneath the surface.
When stress builds up, relatively minor issues, like a glitchy software or a bit of client criticism, can push an employee over the edge. If you notice employees reacting with heightened irritability, sadness, or anger to relatively small issues, it could be a sign they’re under significant stress.
You might also see more tension between coworkers. What seems like a petty disagreement could actually be a stress response bubbling to the surface.
Are employees falling behind on their quotas, failing to meet quality standards, or missing the mark on compliance? Many factors can lead to these outcomes, such as being overworked or lacking training. However, performance issues aren’t always about ability or effort, especially when sudden changes occur in typically high-performing employees.
Is an otherwise driven employee less interested in advancing their career? They may be stressed or depressed. A lack of motivation or disengagement can be a sign that they’re emotionally overwhelmed or feeling burned out. Pay attention to these shifts, since they’re often a call for support, not discipline.
When someone who’s usually engaged starts skipping social events or avoiding team conversations, take note. Withdrawal is often a silent signal of stress, and a chance for managers to step in with support.
When employees start calling in sick more often or consistently showing up late, it could be more than a scheduling issue. Chronic stress can affect sleep, immune function, and motivation, making it harder to show up both physically and mentally.
While any one of these behaviors could stem from other causes, a cluster of changes is often a strong signal of stress. For example, a typically high-performing employee might start missing deadlines, withdrawing from team conversations, and reacting emotionally to feedback all at once.
It’s the combination of performance, behavior, and emotional shifts that points to something deeper. When several of these signs show up together, it’s worth taking a closer look and opening the door to a supportive conversation.
When you spot these signs of stress in your employees, managers and HR leaders should approach them with concern, not condemnation. For example, “I noticed that you’ve fallen behind. Is everything okay?” is better than saying, “Your productivity is down, and if you continue this route, we’ll have to issue a formal warning.”
The latter approach only exacerbates the stress your employees are dealing with. Take these practical steps to help your employees address their stress in a meaningful way.
Managers are often the first line of support for employees dealing with stress, but many haven’t received the training to handle those conversations confidently or compassionately. To create truly resilient teams, organizations must invest in both manager training and manager wellbeing.
Leaders are often facing higher levels of stress than the teams they support. Gallup found that leaders and managers are 56% more likely to experience extensive disruptive change in their organization than individual contributors, increasing the odds of burnout. That’s why managers need access to the same wellbeing resources and support systems they’re expected to promote.
Create a safe place where employees can share their stressors and feel heard. In a psychologically safe environment, employees should feel free to say, “This project is stressing me out,” or “I’m dealing with some stuff at home that’s making me a little on edge,” without fearing judgment or retaliation.
These kinds of honest conversations make space for empathy and real solutions, whether that’s adjusting deadlines, offering flexible time, or simply showing patience and understanding. Acknowledging when an employee shares their struggles, even with a simple “Thanks for letting me know, I’m here if you need support,” can go a long way.
Wellbeing programs can help employees cope with stress using proven techniques like cognitive behavioral therapy (CBT) and deep relaxation. To support the whole employee, offer well-rounded programs that can help them take a holistic approach and address other factors related to stress, like sleep and healthy eating. Programs like Grokker incorporate expert-led videos, interactive challenges, and a community to help employees engagingly improve their wellbeing.
You can also inject some healthy team-building exercises into the workday to help ease tensions. For example, starting each meeting or shift with a moment for mindfulness or gratitude can help everyone reset, even if just for a moment.
Recognizing the signs of stress is the first step toward creating a healthier, more resilient workplace. When leaders respond with empathy instead of discipline, it opens the door to real support and lasting change. By looking beneath the surface, you can improve performance and protect your people.