Recognizing and responding to psychological stress in the workplace is a win-win situation for everyone involved. If you recognize and address abnormalities among colleagues at an early stage, affected employees can receive the support they need in good time. This not only helps the team, but also the entire organization by avoiding productivity losses due to presenteeism - i.e. attendance despite illness.
Table of contents
Absences as late indicators of psychological stress
Operational indicators such as absenteeism, fluctuation, overtime or unbalanced vacation balances are often indications that psychological stress is at play. But absences and resignations often only occur when the problem has already become entrenched. These late indicators show that psychological stress has already had a significant impact.
It is much more valuable to recognize early warning signs before such drastic measures are taken. According to research by Ettlin & Baer (2018), psychological problems often manifest themselves at an early stage through the following signs:
- In work and performance behaviorFluctuations in performance, forgetfulness or declining reliability.
- In social behaviorWithdrawal, excessive sensitivity to criticism or increasing conflicts within the team.
- In the moodAggressiveness, irritability, depression or restlessness.
- Other anomaliesComplaints of exhaustion, neglect of clothing or personal hygiene, or avoidance behavior.
Addressing psychological stress: A first step towards help
As a manager or colleague, you have the opportunity to become aware of psychological stress at an early stage. However, people often don't dare to address these issues openly - whether it's because they are unsure of the right way to talk about them or because they are afraid of entering a taboo zone.
The following applies here: looking the other way helps no one. The longer you wait, the more difficult the situation becomes for everyone. Affected employees often experience a worsening of their mental stress and the dynamics within the team can be severely impaired. At the same time, mental illness can become entrenched, leading to longer absences and more complex situations.
To avoid this, it is important to seek a conversation at an early stage. Speak openly about your observations without making accusations and offer support. This will give those affected the opportunity to get the help they need before the situation escalates.
Support for employees through coaching
In my work as an occupational and organizational psychologist, I have accompanied many employees in recent years who have suffered from psychological stress. In Resilience coaching We analyze the individual situation together and develop tailor-made measures to reduce stress and strengthen resources.
Coaching can often help to avoid longer absences from work, especially if intervention takes place at an early stage. But even if the stress is already very advanced, coaching can help to encourage employees to seek medical clarification and work on stress and resources in parallel.
Support for managers and teams through coaching
However, psychological stress not only affects the employees themselves, but also the entire team and managers. Long absences or conspicuous behavior can put a strain on the atmosphere in the team and make work more difficult.
In such cases, a Leadership coaching or a Team coaching help to relieve the pressure. We work together to develop strategies to strengthen the team and deal better with the challenges. A no-obligation consultation can help you gain clarity about which approach is best suited to your specific situation. You are welcome to arrange a free video call to arrange a preliminary meeting with me - I look forward to our exchange.
Tips and resources for dealing with mental stress
If you would like to find out more about mental stress in the workplace, you will find helpful tips and guides in the following links:
Stress reduction and prevention in the workplace: stressnostress.ch
- Information on stress for companies and individuals
- Stress check for employees and managers
- List of counselors for stress support
Psychosocial risks in the workplace: SECO Publications
- Recognize exhaustion early - prevent burnout
- Psychosocial risks in the workplace
- Bullying and other harassment - protecting personal integrity in the workplace
How do I deal with employees with mental health issues? A guide for employers and managers from Stiftung Rheinleben and Psychiatrie Baselland (February 2018).
- Recognizing and addressing mental health problems
- Cooperation with psychiatrists and psychiatrists
- Returning to the workplace and what needs to be considered
Talking about mental health in the workplace: How are you campaign
- What should I do if I am struggling with mental stress at work?
- What you can do as a manager
- Support in dealing with employees with mental health issues
Employee crises - Guidelines for managers and HR specialists on the topics of mental stress and suicidal tendencies from Prevention and Health Promotion Canton of Zurich (2024)
- Recognizing and responding to crises
- Knowledge of and dealing with suicidal tendencies
- Addresses for acute crises and emergencies
About Sybille Imbach, organizational psychologist
Sybille Imbach is dedicated to helping managers and teams strengthen their emotional intelligence and resilience. With many years of experience as an organizational psychologist, she specializes in sustainable strategies in stress management and team development to promote personal well-being, effective leadership and constructive teamwork. Her expertise combines psychology and coaching in a unique way to create healthy and productive work environments.
When classic tools or self-help books no longer help, Sybille Imbach starts where real change begins: with inner clarification, emotional depth and sustainable self-management.
