How to spot stress indicators at work (before they cause burnout)

In a world where the pace of work is ever-increasing, prioritising mental health and addressing stress in the workplace is not just beneficial but essential, writes Raechel Gavin.

In the workplace, stress can often be considered as part of the job. However, the line between manageable stress and burnout is thin and, if crossed, can lead to severe consequences for both employees and organisations. Our recent Battling Burnout report showed almost half (49 per cent) of Australian and New Zealand employees are experiencing feelings of “burnout or exhaustion”. While this issue is widespread, recognising stress indicators early can prevent burnout and promote a healthier, more productive workplace.

Understanding stress v burnout

Stress is a response to pressure and demands, which can sometimes be positive, pushing us to perform better. Burnout, on the other hand, is a state of emotional, physical, and mental exhaustion caused by prolonged and excessive stress. It leads to feelings of helplessness, cynicism, and detachment from work.

Key indicators of stress in the workplace

1. Decreased productivity: One of the earliest signs of stress can be a drop in productivity. Employees who were once high performers may begin to struggle with meeting deadlines, producing lower-quality work, or taking longer to complete tasks.
2. Increased absenteeism: Frequent absenteeism or tardiness can signal that an employee is overwhelmed. This may be due to physical ailments caused by stress, such as headaches or stomach issues, or a need to avoid the workplace.
3. Changes in mood and behaviour: Stress can cause noticeable changes in an employee’s mood. Look for signs of irritability, frustration, or sadness. Behavioural changes such as withdrawing from team activities, increased conflicts with colleagues, or a lack of engagement are also red flags.
4. Physical symptoms: Employees experiencing stress may exhibit physical symptoms like frequent headaches, fatigue, and changes in appetite or sleep patterns. These symptoms can often be overlooked but are critical indicators of stress.
5. Decrease in job satisfaction: A stressed employee may express dissatisfaction with their job more frequently. This can manifest as complaints about their workload, feeling undervalued, or a general lack of enthusiasm for their role.

The role of leadership

Leadership plays a critical role in identifying and addressing workplace stress. Leaders should lead by example, demonstrating healthy work habits and stress management techniques. They should also be trained to recognise the signs of stress and intervene appropriately.

Preventing burnout: Proactive measures

1. Foster open communication: Encourage an open-door policy where employees feel comfortable discussing their stressors. Regular check-ins can help identify issues before they escalate. Creating a culture where it is OK to talk about stress can significantly reduce its negative impacts.
2. Promote work/life balance: Ensure that employees have a healthy balance between their professional and personal lives. Data from thousands of Sonder “member cases” over the past two years suggests there is a drop in stress-related cases – a precursor for burnout – around December and January, when members would be taking holidays, suggesting that it’s an important part of stress management. Encourage taking regular breaks, discourage excessive overtime, and promote the use of vacation days.
3. Provide support resources: Offer resources such as counselling services, stress management workshops, and wellbeing programs. Providing access to mental health professionals can help employees manage stress effectively.
4. Monitor workloads: Keep an eye on workloads and redistribute tasks if necessary. Ensure that employees have manageable workloads and are not consistently overburdened.
5. Recognise and reward: Acknowledge and reward employees’ efforts and achievements. Recognition can significantly boost morale and reduce feelings of underappreciation, which are often associated with stress.
6. Create a positive work environment: Foster a supportive and collaborative work culture. Encouraging teamwork, providing opportunities for professional growth, and ensuring a positive and inclusive work environment can mitigate stress.

Spotting stress indicators early and taking proactive measures can prevent burnout and create a more resilient workforce. By fostering open communication, promoting work/life balance, providing support resources, monitoring workloads, recognising efforts, and creating a positive work environment, organisations can not only mitigate stress but also enhance overall productivity and employee wellbeing.

In a world where the pace of work is ever-increasing, prioritising mental health and addressing stress in the workplace is not just beneficial but essential. By paying attention to the warning signs and implementing supportive measures, we can ensure that stress remains a motivator rather than a detriment, paving the way for a healthier, happier, and more productive workforce.

Raechel Gavin is the chief people officer at Sonder.