30/12/2025
During a recent Stress & Anxiety Management session, I was reminded of an important reality many organisations overlook:
stress is not just a mindset issue—it’s a physiological one.
In the workplace, employees often adapt to chronic stress without realising it. Poor sleep, mental fatigue, irritability, reduced focus—these gradually become normalised and are often dismissed as “part of the job.” Yet these are early indicators of nervous system overload, long before performance issues or burnout become visible.
One moment from the session stood out. A participant shared that they had always associated anxiety with panic or visible distress. Instead, theirs showed up as persistent exhaustion and impatience at work. That awareness alone reframed how they understood their behaviour, energy levels, and interactions with colleagues.
This is where effective workplace stress management needs to shift. It’s not about removing pressure or lowering expectations. High-performing organisations will always operate under demand. The goal is to build awareness early, equip employees to recognise their personal stress signals, and support healthier responses before stress translates into disengagement, errors, absenteeism, or turnover.
When employees understand how stress affects attention, emotional regulation, and decision-making, they are better able to sustain performance—especially in fast-paced, high-responsibility roles.
From an organisational perspective, awareness is not a “soft” outcome.
It is a preventive capability.
The question for leaders and HR teams is no longer whether stress exists in the workplace—but whether employees are supported to recognise it early and respond effectively.
What early signs of stress do you most commonly observe in your teams?
