In today’s fast-paced ever changing work environment, we see stress as a common yet overlooked issue.

While a certain level of pressure can drive performance, prolonged or excessive stress can negatively affect both employees’ well-being and overall organisational productivity.

Human Resources (HR) and people professionals play a critical role in identifying those early signs of stress and providing the support needed to address it effectively.

Recognising the Signs of Workplace Stress

One of the first responsibilities of HR in dealing with stress is awareness.

Being able to recognise the signs early allows intervention before the problem escalates. Some of those common indicators include:

• Behavioural changes: Increased absenteeism, decreased productivity, irritability, or withdrawal from colleagues.
• Physical symptoms: Frequent headaches, fatigue, or complaints about sleep and concentration.
• Emotional distress: Noticeable anxiety, mood swings, or signs of burnout.

Managers and HR professionals should be trained to observe these patterns without making assumptions.

Confidential one-on-one check-ins and open communication channels are key tools in spotting when an employee might be struggling.

Creating a Supportive Culture

To address workplace stress, people professionals and managers must help cultivate a culture that values mental health.

This includes promoting what we like to call life balance and encouraging regular breaks. Providing access to Employee Assistance Programs (EAPs), mental health workshops, and stress management resources shows that the organisation takes wellbeing very seriously.

Encouraging a supportive environment also means reducing stigma.

HR can lead by example, promoting open conversations around mental health and reminding employees that asking for help is a sign of strength, not weakness.

If organisation’s don’t create a physiological safe place to work, employees will struggle, leave, or give very little productivity.

Proactive Measures and Policies

Preventing stress before it becomes a problem is just as important as responding to it.

We are all accountable and should ensure that workloads are manageable and that performance expectations are realistic.

Things like regular job satisfaction surveys can help identify stress hotspots within teams or departments.

Additionally, policies should support mental health, whether it’s through mental health days and access to counselling.

HR can also implement training for managers to recognise stress and handle sensitive conversations with empathy.

HR’s role in identifying and managing workplace stress is vital.
By recognising warning signs, promoting a healthy culture, and implementing proactive strategies, HR can support employees in maintaining both their mental health and their productivity.
In doing so, organisations not only empower a happier, more engaged workforce but also builds a stronger, more resilient company culture.