Workplace stress is one of the biggest drains on productivity and wellbeing today. Managers sit in a unique position: you’re not expected to be a therapist, but you are the person most likely to notice early signs, set the tone for healthy responses, and either escalate support or unintentionally add to the pressure.
Stress literacy means having a basic, humane understanding of what stress looks like in real life, how to talk about it in plain language, and what simple responses are most effective. For line managers, this isn’t about diagnosing—it’s about noticing, naming, and supporting in ways that keep your people well and your team performing.
What to Notice
Stress shows up in different ways depending on the person and the situation. Key signs for managers to watch include:
- Behavioural: withdrawal, irritability, drop in collaboration, arriving late or leaving abruptly.
- Cognitive: forgetfulness, indecision, visible overload, lower problem-solving quality.
- Physical: fatigue, changes in appearance, complaints of headaches, stomach issues, or frequent illness.
Why it matters: Research shows that prolonged work-related stress is a leading predictor of absenteeism, presenteeism, and turnover. A UK Health and Safety Executive report found that stress, depression or anxiety accounted for 49% of all work-related ill health in 2022/23. (HSE, 2023)
Leader tip: Don’t wait for a crisis. Early observation is your first tool—especially noticing shifts from someone’s usual baseline.
What to Name
Talking about stress directly can feel awkward, but silence often makes it worse. Evidence from organisational psychology shows that acknowledging stress in simple, non-judgemental language reduces stigma and helps employees open up.
Examples of supportive phrases:
- “I’ve noticed you seem more overloaded than usual—how are you doing?”
- “I’m seeing you juggling a lot right now. What’s feeling most pressing?”
- “I want to check in, not because you’re doing badly, but because I value your wellbeing.”
Why it matters: Leaders who acknowledge stress help reduce psychological stigma. Studies show that manager openness is associated with greater employee trust and engagement. (APA, 2021; CIPD, 2023)
Leader tip: Keep it specific, observational, and kind. Avoid vague labels (“You’re stressed”)—focus on behaviours and context.
How to Respond
Once stress is named, managers don’t need to have all the answers. What matters most is responding with clarity and compassion:
- Listen first. Give the person space to describe what’s going on without interruption.
- Adjust what you can. Clarify priorities, redistribute workload, or adjust timelines where possible. Even small tweaks reduce pressure.
- Point to resources. Know your organisation’s HR, wellbeing, or EAP (Employee Assistance Programme) channels, and encourage their use early, not late.
- Model balance. Research consistently shows that employees mirror leaders’ behaviours. If you never take breaks, they won’t either.
Why it matters: Evidence links supportive management behaviours with lower employee stress, higher resilience, and improved retention. A 2022 Deloitte survey found that 70% of executives cite wellbeing as a priority, yet only 35% of workers feel their employer is supportive—highlighting the gap managers can help close.
Leader tip: Think “scaffold, not solve.” Your role is to create the space and conditions for healthier coping, not to carry the entire burden yourself.
A Simple Framework: Notice – Name – Respond
- Notice: Stay alert to behavioural, cognitive, and physical shifts.
- Name: Acknowledge with kindness and specificity.
- Respond: Listen, adjust what you can, and signpost resources.
This framework is simple enough to apply in any setting, yet powerful enough to reduce stress-related risks and build healthier, more engaged teams.
Practical Tips for Managers
- Build regular 1:1 check-ins that include wellbeing, not just tasks.
- Normalise talking about stress—make it safe to surface.
- Keep a “resource map” handy: HR contacts, wellbeing policies, and EAP details.
- Take care of yourself. Manager stress trickles down; modelling healthy boundaries protects both you and your team.
Bottom line: Stress literacy isn’t about managers becoming counsellors. It’s about noticing early, naming with care, and responding in ways that keep people safe, supported, and performing at their best.
References & Further Reading
- Health and Safety Executive (HSE). Work-related stress, depression or anxiety statistics in Great Britain, 2023. Link
- American Psychological Association (APA). Work and Well-Being Survey, 2021. Link
- Chartered Institute of Personnel and Development (CIPD). Health and wellbeing at work survey, 2023. Link
- Deloitte Insights. 2022 Global Human Capital Trends. Link
- World Health Organization (WHO). Occupational health: Stress at the workplace. Link
