39 Signs of Stress at Work (And What Causes It)

During the pandemic, organisations stepped up to help employees manage new stresses related to health, home-schooling and working from home. Now, as we’re seeing the cost of living crisis pile on additional pressures, leaders are considering financial wellbeing too. On top of this, we’re adjusting to what long-term hybrid working looks like and how this new way of working might affect stress levels.  

Managing workplace stress starts by recognising the signs of stress at work, listening to how people are feeling, and finding ways to combat stress. Below, we explore how organisations can help employees feel less stressed, and what managers can do to support their teams.

How Can We Define Workplace Stress?

Workplace stress is the emotional, physical and psychological strain experienced by employees due to the demands, pressures and challenges present in their work environment. It arises when the demands of the job exceed an individual’s ability to cope effectively, leading to a state of imbalance, discomfort, burnout or active disengagement. This stress can result from a variety of factors, including workload, role ambiguity, interpersonal conflicts, time constraints and organisational changes.

Workplace stress is not solely limited to the tasks and responsibilities of a job; it also encompasses the broader context in which work is carried out. This includes interactions with colleagues, supervisors, and the overall work culture. The feeling of stress can be short-term, as in response to a specific project deadline, or it can become chronic and pervasive if the stressors persist over an extended period.

The effects of workplace stress can ultimately extend beyond the workplace itself, impacting an employee’s overall well-being, relationships and physical health. Recognising and addressing workplace stress is key to maintaining a healthy and productive workforce, as well as fostering a positive work environment that promotes employee engagement and satisfaction.

Stress in the Workplace: Some Stats That Will Open Your Eyes

A statistic can go a long way to clearly illustrating the scope and reality of a problem. Knowing this, we’ve put together a few statistics relating to stress in the workplace:

• Workplace stress is actually the most common form of stress, with 79% of people saying they frequently feel it.
• Of all the stressors at work, excessive workload is the biggest source of stress
• 12.8 million working days are lost each year as a result of workplace stress
• Following on from the point above, 1 in 5 of us call in sick due to stress
• Stress-related illnesses cost the UK more than £8 billion in inpatient hospital admissions
• One survey found that 29% of its respondents admitted to drinking to ease their stress
• Remarkably, 24% of line managers believe employee wellbeing (including stress levels) is not their responsibility
• In fact, 45% of people say that their workplace does nothing and has nothing in place to help with stress

What are the Main Causes of Stress at Work?

Stress at work can stem from a variety of factors, both individual and organisational. These causes can vary based on the nature of the job, the work environment and the specific circumstances of each employee. 

Some of the main causes of stress at work include:

1. Workload and Time Pressure: High workloads, tight deadlines and excessive demands can lead to feelings of overwhelm and stress. When employees feel like they have too much to do and not enough time, stress levels can rise significantly.
2. Role Ambiguity and Unclear Expectations: When employees are unsure about their roles, responsibilities, or what is expected of them, it can create confusion and stress. Clarity in job expectations is essential for reducing stress.
3. Lack of Control and Autonomy: Employees who feel like they have little control over their tasks, projects or decision-making processes may experience stress due to a perceived lack of autonomy.
4. Interpersonal Conflicts: Poor relationships with colleagues, supervisors or clients can lead to tension and stress. Conflict within the workplace can create an uncomfortable and stressful environment.
5. Organisational Changes: Major changes like restructuring, mergers or layoffs can cause uncertainty and anxiety among employees. Fear of job loss or changes in responsibilities can contribute to stress. For advice in this area, check out our guide on how to help employees with change in the workplace.
6. Lack of Support: Insufficient support from supervisors or colleagues, whether in terms of guidance, resources or feedback, can leave employees feeling isolated and stressed.
7. Job Insecurity: Fear of job loss, instability in employment, or concerns about career advancement can lead to chronic stress for employees.
8. Work-Life Imbalance: When work demands infringe upon personal time and commitments, it can cause stress as individuals struggle to maintain a healthy balance between their professional and personal lives.
9. Inadequate Compensation and Recognition: Feelings of being underpaid or undervalued can contribute to stress. Employees who believe their efforts are not recognized may experience reduced motivation and increased stress.
10. Physical Work Conditions: Uncomfortable or hazardous physical work environments, such as poor lighting, noise, or lack of ergonomic equipment, can negatively impact well-being and contribute to stress.
11. Lack of Growth Opportunities: Stagnation in career growth and limited opportunities for skill development or advancement can lead to frustration and stress among employees.
12. Job Demands and Complexity: Jobs that require multitasking, complex problem-solving, or high levels of concentration can lead to stress if individuals feel overwhelmed by the cognitive demands.
13. Technological Pressure: Rapid technological changes and the expectation to stay constantly connected through digital devices can blur the boundaries between work and personal life, causing stress.
14. Discrimination and Harassment: Instances of discrimination, harassment, or unfair treatment in the workplace can create a hostile environment that generates significant stress.

Crucially, these are factors that can be acted on – within teams and at an organisational level. People Insight’s model for measuring wellbeing, THRIVE, has combined these factors with additional research about wellbeing to create a robust employee wellbeing survey question set. It also includes demographic questions that help add further context to your survey results.  

39 Signs of Stress at Work

It’s one thing to appreciate the importance and seriousness of stress at work – it’s quite another to anticipate when this stress is becoming a problem. Below are a few warning signs and signs of stress at work that you should keep an eye out for:

Physical Signs of Stress at Work

1. Frequent headaches or migraines.
2. Chronic fatigue and decreased energy levels.
3. Insomnia or irregular sleep patterns.
4. Digestive issues, such as stomachaches or indigestion.
5. Muscle tension, aches, or pain.
6. Weakened immune system, leading to more frequent illnesses.
7. Increased heart rate or palpitations.
8. Changes in appetite, leading to weight loss or gain.

Emotional Signs of Workplace Stress

1. Increased irritability and short temper.
2. Frequent mood swings and emotional instability.
3. Persistent feelings of anxiety or unease.
4. Frequent episodes of sadness or hopelessness.
5. Loss of motivation and enthusiasm.
6. Decreased self-esteem and self-worth.
7. Feeling overwhelmed by tasks and responsibilities.
8. Difficulty experiencing joy or pleasure.

Behavioural Signs of Workplace Stress

1. Decreased productivity and work quality.
2. Procrastination and avoidance of tasks.
3. Isolation and withdrawal from colleagues and team activities.
4. Increased absenteeism or arriving late to work.
5. Neglecting self-care and appearance.
6. Escalating interpersonal conflicts or strained relationships.
7. Inability to disconnect from work during personal time.
8. Engaging in unhealthy coping mechanisms (e.g., excessive drinking or smoking).

Cognitive Signs to Watch Out For

1. Difficulty concentrating and making decisions.
2. Forgetfulness and memory lapses.
3. Reduced creativity and problem-solving abilities.
4. Heightened sense of pessimism and negative thinking.
5. Racing thoughts and constant worry.

Work Performance Signs of High Stress Levels

1. Decline in work quality and attention to detail.
2. Missed deadlines and incomplete tasks.
3. Decreased efficiency and productivity.
4. Reduced ability to meet goals and targets.
5. Disengagement and lack of enthusiasm for tasks.

Interpersonal Signs Indicating High Stress Levels

1. Increased conflicts and disagreements with colleagues.
2. Inability to effectively communicate or collaborate.
3. Decreased empathy and understanding towards coworkers.
4. Becoming overly critical or dismissive of feedback.
5. Lack of enthusiasm for team projects or initiatives.

It’s important to note that the presence of one or more of these signs doesn’t necessarily indicate much, as stress can present differently in individuals. However, if you notice a consistent pattern of these signs over time, it’s a strong indication that an employee might be experiencing high levels of stress and approaching burnout.

What’s the Difference Between Stress and Burnout?  

Stress and burnout are related yet distinct experiences. Stress is a natural response to excessive demands or pressures, triggering the body’s “fight or flight” response. It often leads to feelings of tension, anxiety and fatigue. Burnout, on the other hand, is a chronic state of physical, emotional and mental exhaustion that results from prolonged and unmanaged stress.

While stress is typically temporary and can be resolved with adequate rest and coping strategies, burnout is a more severe condition that requires more comprehensive intervention. Burnout encompasses feelings of detachment, cynicism and a sense of reduced personal accomplishment. It often leads individuals to feel emotionally drained, disengaged from work, and unable to meet their responsibilities.

Essentially, stress is a response to immediate pressures, while burnout is a result of stress that is left unaddressed over a long period of time. While addressing stress can prevent burnout, burnout requires a more intensive approach involving self-care, direct assistance and changes in the work environment. Recognising the signs of both stress and burnout is essential to promote employee well-being and create a healthier work environment.

What is the Impact of Hybrid Working on Stress at Work?

It appears hybrid working is here to stay – which is a good thing! Working from home allows for more deep work, free from the interruptions of the office, and greater flexibility. However new research suggests hybrid working, if not properly managed, could increase levels of stress at work. 

Working from home can increase productivity. For example, a new report by Scalable shows that nearly one-third of employees feel more productive working from home. Yet the same research reveals that 31% of people find it harder to switch off and 30% work longer hours when working from home. 

The Blurred Lines Between Home and Work Make it Harder to Disconnect

In fact, 20% of UK hybrid workers feel “always on” and cite the difficulty to adapt to the boundaries between home and work as a major factor.  

Hybrid working also brings new stresses and pressures for line managers, such as overcoming proximity bias and shifting to measuring outputs over hours at a desk.  

Read on: 7 tips for leading hybrid teams 

On top of that, a lack of proper equipment means that hybrid workers in the UK can lose up to 6 hours a week to tech trouble. They make this time up by working late or at the weekends which only increases their levels of stress and frustration. 

With less visibility of the signs of stress, how can line managers help hybrid team members handle stress at work?

How Can Managers Reduce Stress at Work for Hybrid Teams? 

Hybrid working is just a token gesture if not backed up by the trust of managers. To reduce levels of stress, managers must change their behaviours to actively demonstrate trust. This includes giving them a choice over their hybrid working schedule. 

Constantly checking in, dictating the days employees are in the office, or sending emails late at night undermines employee autonomy and threatens to ruin the employer employee relationship – already under pressure from a new way of working. 

The pressure to be ‘always on’ can also lead to digital presenteeism – when employees feel under pressure to always be available via email, text, phone, Zoom or Teams. Presenteeism usually means the need to prove to their manager or supervisor that they are working just as hard at home (despite having completed a full day’s work). And it increases levels of stress and exhaustion.  

Grey Areas Around Expectations are Increasing Stress at Work  

A fundamental driver of employee engagement is knowing what’s expected of your role and feeling this is fair and equal to your peers. It makes sense then that stress at work is often prompted by uncertainty over how to behave or what is acceptable. For hybrid workers, this can be heightened by the physical separation – it’s much harder to see what others are doing and learn what’s OK. 

Help employees tackle these stresses by being clear on the behaviours you expect from employees. Next, apply this equally across home, office and hybrid staff. For example, whether working from home or in the office team members are able to flex their day to accommodate appointments or commitments.  

It’s also up to you as a line manager to role-model these behaviours. Preaching about wellbeing while sending late-night emails (and chasing up first thing) sends the wrong message. Instead, reflect on how your working habits might need adjusting to match what you are suggesting to your team.  

Employee Surveys Show the Causes of Stress at Work  

Organisations have a legal duty to protect their workers from stress at work by assessing the risk and taking measures to control it. This is easier to do in smaller organisations, or when teams work in the office together. However, with more people working remotely or on different patterns it’s harder for managers to check in on how people are doing. Employee surveys, 1:1s and team catch-ups can help identify how people are feeling and where the issues lie. 

An employee wellbeing survey measures the mental and emotional wellbeing of your people and highlights the factors driving their survey responses. People Insight’s wellbeing surveys are based on THRIVE, our model for measuring wellbeing. Organisations can either run a wellbeing pulse survey or add an index of wellbeing questions into their wider survey.  

THRIVE offers organisations a robust and relevant measure of workplace stress and wellbeing. Designed by People Insight’s organisational psychologists, THRIVE is based on academic and applied research alongside our extensive practical research.  

5 Tips to Reduce Stress Levels Within Your Organisation

After your organisation runs an employee survey or employee wellbeing survey, as a manager you will see the survey results for your team. Acting on these survey results is vital so your team can see the value of sharing their feedback.  

On top of these, there are ways to help your team cope with feeling stressed or anxious in their day-to-day role. 

Below are some suggestions for how managers can help individuals manage stress at work.  

1. Check in with your team: Talking about mental health and wellbeing can feel daunting. Yet many employees would welcome these conversations. In fact, 58% of people would feel comfortable with their manager proactively asking about their mental health. Before jumping in, let them know that you’d like to check in about how they’re feeling and suggest that this becomes a regular thing. These discussions will help you pick up on signs of stress before they develop.
2. Point them towards resources: Line managers aren’t expected to have all the answers about stress and wellbeing. Simply being present for your team and offering a compassionate ear will go a long way. First, understand what resources your organisation has available. For example, you may have access to trained mental health first-aiders, an employee assistance programme (EAP), or access to external providers. Then, if you can’t solve an issue, steer your employee in the right direction to find help.
3. Recognise and reward: Time and again we hear employees say they’d just like their efforts to be noticed. With a personal thank you. Or some words of encouragement and support from their manager. When your team is feeling swamped, make a small effort each day to show interest and realise the efforts of your colleagues will pay dividends. Similarly, keep a spot in your team check-ins to celebrate achievements, share good news and talk about your team’s wins from that week.  
4. Lead by example: If you want to encourage positive habits, leading from the top is a great place to start. Cutting down on emails sent outside your working hours, scheduling time for uninterrupted work, or blocking out a lunch break sends a powerful message. One that reflects what your organisation values and what it expects of people. 
5. Prioritise workloads: Workloads are one of the main causes of stress at work. Too much to do, not enough time and feeling pressure from all sides can leave our people worn out and fed up. Helping your team manage their workloads can start by understanding the sources of stress. If they struggle to motivate themselves while working from home, suggest using a tool like Toggl to manage their daily tasks and track what’s taking up most time. Or, if prioritising tasks is a challenge perhaps you could introduce a daily check-in to share what everyone is working on 

To measure, track and improve levels of stress and employee engagement within your organisation, get in touch for an employee survey. We’ve helped businesses around the country to boost productivity, performance and morale over the long term through actionable, meaningful surveys.