Recognizing work stress before absenteeism occurs.
A full agenda, high workload and constant switching between tasks. For many employees, this is part of the job. At the same time, long-term or insufficiently recoverable workload can contribute to stress complaints, reduced employability and an increased risk of absenteeism.
Work stress often arises gradually. As a result, signals are not always recognized in a timely manner by employees, managers or employers.
Van November 9 to 13, during the Week Without Work Stress extra attention is central to recognizing and discussing workload and mental strain in the workplace. Would you like to know more about the Week Without Work Stress and the activities surrounding this initiative? Then check out the website of the Week Without Work Stress.
When does workload become a point of interest?
Work pressure is not necessarily unhealthy. Many employees experience a certain degree of challenge as motivating and stimulating.
Additional attention may be desirable when:
✅ Recovery moments structurally missing.
✅ Overworking is becoming increasingly common.
✅ Employees have difficulty getting away from work.
✅ Concentration or productivity noticeably decreases.
✅ Physical or mental signals of overload become visible.
✅ The balance between load and load capacity comes under pressure.
This does not concern één incident, but often a pattern that develops over a longer period of time.
Possible signals of work stress
Work stress is not always visible. Therefore, it is important to pay attention to signals such as:
✅ Decreased concentration
✅ Increase in errors or mistakes
✅ Fatigue or lack of energy
✅ Irritability or emotional reactions
✅ Less involvement in colleagues or work
✅ More frequent short-term absence
✅ Difficulty in recovery after working hours
A signal does not automatically mean that there is work stress or health complaints. However, it may be a reason to start the conversation.
But how do you recognize work stress? And what can you do as an employer?
Note for signals such as persistent fatigue, concentration problems, increasing errors, irritability or an employee who is structurally overworked. Although these signals do not automatically indicate work stress, they may be a reason to start the conversation.
Work stress is not always immediately visible. Therefore, it is important to look not only at performance, but also at changes in behavior, energy and involvement.
Don't wait for a sick report to follow. Regular discussions about workload, sufficient attention to recovery and the timely use of appropriate support can contribute to a healthy and sustainable working environment.
As an employer you can contribute to limiting risks by regularly discussing workload, supporting managers in recognizing signals and offering appropriate support where necessary.
The importance of timely interventions
When signals of overload are recognized, appropriate intervention can help provide employees with earlier support. Consider, for example, coaching, corporate social work, psychological guidance, a preventive interview, stress or burnout guidance or support aimed at sustainable employability.
The correct intervention varies per situation. That is precisely why it is important not to wait until complaints worsen or absenteeism arises. Timely action can contribute to recovery, maintaining employability and limiting absenteeism risks.
By paying attention to signals é and making appropriate interventions available, employers can support employees before problems increase further.
What can employers do?
Make workload negotiable
Regular conversations about workload, energy and recovery can contribute to an open culture in which employees indicate in a timely manner what they encounter.
Invest in executives
Managers play an important role in recognizing changes in behavior, work experience and resilience. Training and support can help to notice signals earlier.
Provide appropriate support
Depending on the situation, employers may think of:
- Triage psychological stressfulness
- Company social work
- Coaching
- Psychological guidance
- Workshop 'How do I prevent stress and burnout in the workplace for employees'
- Vitality programs
Which support is appropriate varies per employee and situation.
Focus on prevention
Not all forms of absenteeism are preventable. However, organizations can take measures that contribute to a healthy and safe working environment and limit absenteeism risks.
Prevention is better than recovery
Preventing work stress starts with paying attention to people. An open call at the right time can contribute to the timely recognition of bottlenecks and support needs.
At GatekeeperDirect we believe that sustainable employability requires attention for both employees and employers. By making signals negotiable and making appropriate support, including interventions, available, organizations can contribute to a healthy working environment and limit risks of failure.
