How to Deal with Staff Who Are Struggling with Stress at Work

With tight deadlines, high expectations, and the constant pressure to perform, it’s no surprise that many employees find themselves struggling to cope. 

In the UK, stress is a leading cause of work-related illness.

For managers, this isn’t just a statistic, it’s a reality that impacts team morale, productivity, and overall business success. When staff are visibly stressed, it’s not enough to hope they’ll “sort it out” on their own. As a leader, you have a responsibility—and an opportunity—to step in and provide meaningful support.

Below, the Joyful Living team explore how to recognise, address, and support staff who are struggling with stress at work. We’ll cover practical steps, empathetic strategies, and long-term solutions to create a healthier, more resilient team. 

Why does stress at work matter?

Before we get into the “how,” let’s address the “why.” 

Stress isn’t just an individual problem, it’s a workplace issue with far-reaching consequences. Stressed employees are more likely to make errors, miss deadlines, or disengage from their work. Over time, this can lead to burnout, absenteeism, or even staff turnover, all of which hit your bottom line. 

Beyond the numbers, there’s a human cost: stressed staff may feel isolated, undervalued, or overwhelmed, which erodes team spirit and trust.

Conversely, supporting your team through stress can yield impressive benefits. A workforce that feels cared for is more loyal, productive, and engaged. By taking proactive steps, you’re not just solving a problem but building a stronger, happier team. So, how do you spot the signs and take action? Let’s break it down.

Recognise signs of stress 

The first step in helping staff is knowing when they’re struggling. Stress doesn’t always announce itself with a dramatic breakdown, often, it’s subtle. 

Here are some common signs to watch for:

• Performance Changes: A usually reliable employee starts missing deadlines or making uncharacteristic mistakes.
• Mood Shifts: They become irritable, withdrawn, or overly quiet in meetings.
• Physical Clues: Complaints about headaches, fatigue, or trouble sleeping might surface in casual conversation.
• Absence Patterns: More frequent sick days or arriving late could signal stress-related avoidance.
• Disengagement: They stop contributing ideas or seem detached from team goals.

Not every sign means stress (life events or other factors could be at play) but a cluster of these behaviours is a red flag. Trust your instincts as a manager; if something feels “off,” it probably is.

Open the conversation

Once you’ve spotted the signs, it’s time to talk. Approaching a stressed employee can feel awkward, but it’s a crucial step. The key is to be empathetic, not accusatory. Here’s how to do it:

Choose the right time

Find a quiet, private setting—away from the bustle of the office. Avoid ambushing them during a busy day; a casual “Do you have a minute later?” works better.

Care

Lead with concern, not criticism. Try something like: “I’ve noticed you’ve seemed a bit stretched lately—how are you holding up?” This shows you’re on their side.

Listen

Let them talk without jumping in with solutions. Nod, maintain eye contact, and ask gentle follow-ups like, “Can you tell me more about that?” Sometimes, just being heard is a relief.

Don’t judge 

Phrases like “You need to toughen up” or “Everyone’s stressed” dismiss their experience. Instead, validate their feelings: “It sounds like you’ve got a lot on your plate.”

The goal isn’t to fix everything in one chat—it’s to open the door and build trust. They may not spill everything right away, and that’s okay.

Address the cause 

Stress can stem from many sources, and understanding the “why” helps you respond effectively. During your conversation, try to pinpoint the trigger. Common culprits include:

• Workload: Too many tasks or unrealistic deadlines.
• Role Clarity: Confusion about responsibilities or expectations.
• Team Dynamics: Conflict with colleagues or a lack of support.
• Personal Factors: Issues outside work, like family pressures or health concerns.
• Environment: A noisy office, lack of resources, or constant interruptions.

Ask open-ended questions like, “What’s been the toughest part of your week?” to uncover the cause. If it’s work-related, you can take direct action. If it’s personal, your role shifts to offering flexibility and signposting support.

Take action 

Once you know what’s driving the stress, it’s time to act. Tailor your response to the situation, but here are some practical steps to consider:

Adjust workloads

If they’re swamped, redistribute tasks or extend deadlines where possible. Even a small breather can make a difference. For example, “Let’s move that report to next week—what do you think?”

Clarify expectations 

If they’re unsure what’s expected, sit down and redefine priorities. A simple, “Here’s what I need from you this week—everything else can wait,” can lift a huge weight.

Be flexible 

Could they work from home one day a week? Start later to avoid a stressful commute? Small tweaks show you’re willing to adapt.

Offer resources 

If they lack tools or training, address it. A new software shortcut or a quick skills session might ease their frustration.

Mediate issues

If conflict’s the issue, step in discreetly. Facilitate a chat between team members or adjust working arrangements to reduce friction.

These actions don’t just help the individual—they signal to the whole team that you’re proactive about wellbeing.

Offer support

Stress isn’t a one-and-done problem, it needs consistent care. After your initial intervention, keep the support flowing:

Check in often

A casual “How’s it going?” every week or two keeps the lines open without feeling intrusive.

Signpost professional help 

If stress seems deep-rooted, suggest resources like an Employee Assistance Programme (EAP), counselling, or a GP visit. Frame it positively: “We’ve got this free service if you ever want to chat to someone.”

Encourage breaks

Remind them it’s okay to step away for a coffee or a quick walk. Lead by example—take your own breaks too.

Celebrate wins

A stressed employee might overlook their progress. A simple “Great job on that presentation” can boost their confidence.

Build a stress resilient team

Helping one employee is a start, but preventing stress across your team is the goal. Here’s how to foster a healthier work culture:

Promote work-life balance 

Set boundaries—no emails after 6 PM unless it’s urgent. Encourage staff to use their holiday entitlement.

Train your team

Consider a stress management workshop. These sessions teach coping skills and resilience, benefiting everyone.

Communicate 

Regular team check-ins—formal or informal—let people voice concerns before they escalate.

Be empathetic 

Show your own struggles occasionally. A “I’ve had a tough week too” makes you relatable, not weak.

A resilient team isn’t stress-free—it’s equipped to handle stress without breaking.

Stress at work: dealing with it

Managing staff who are struggling with stress at work is a challenge, but it’s also a chance to shine as a leader. It’s about listening, adapting, and supporting, skills that define great management. Start small: notice the signs, have that first chat, and build from there. Over time, you’ll create a team that’s not just surviving stress, but thriving despite it.

Make sure you’re following the Joyful Living blog for the very latest advice and tips, every week.