Pressure is part of working life, and a certain amount can be motivating. But when pressure becomes constant and overwhelming, it can affect an employee’s health, relationships and performance. Managers are often well placed to notice the early signs.
Signs that someone may be struggling
Every person responds differently, but common signs include:
- changes in punctuality, attendance or productivity
- withdrawal from colleagues or team activities
- irritability, tearfulness or uncharacteristic conflict
- difficulty concentrating or making decisions
- expressing feelings of being overwhelmed or exhausted
None of these signs on its own means that someone needs professional support — but a pattern is worth a gentle conversation.
Starting the conversation
Choose a private moment and focus on what you have observed rather than on assumptions. You might say, “I’ve noticed you seem under a lot of pressure lately. How are you doing?” Listen without trying to fix everything, and reassure the employee that support is available.
Making a referral
If your organisation has an Employee Assistance Programme, remind the employee that it is confidential and how to access it. As a manager, you can also consult the programme for guidance on how best to support your team.
Looking after yourself
Supporting others can be demanding. Managers deserve support too — and an organisation that models healthy help-seeking at every level builds a stronger, more resilient culture.
