How to Identify Work-Related Stress and Improve Well-being

Pressure at work is a reality most professionals are familiar with. When it remains proportionate to the resources, skills and energy available, it can even act as a driver of performance. But when it exceeds that threshold, it becomes stress, and its effects do not resolve themselves.

Work-related stress refers to the range of reactions employees may experience when faced with professional demands and pressures that exceed their knowledge and capabilities, and that challenge their ability to cope (World Health Organisation).

What are the causes of work-related stress?

The American Psychological Association identifies several triggers: workload, job security, autonomy, decision-making latitude, level of responsibility, the nature and pace of work, and relationships with colleagues and management. In practice, stress takes hold when:

Job demands exceed what an individual can reasonably absorb.
The time available is insufficient to complete tasks.
Professional life encroaches on personal life.
Roles lack clarity: no clear objectives, no defined framework.
Responsibilities are disproportionate relative to the rest of the team.
Performance expectations exceed actual training or capabilities.
Support from colleagues and management is absent.
Contributions go unrecognised.
An individual’s values conflict with those of the organisation.

How to detect factors of stress effectively?

Detecting stress early prevents it from taking root. Start by observing low-level warning signs before the situation deteriorates:

Missed deadlines, declining quality or quantity of work.
Impaired judgement, difficulty concentrating.
More frequent absences or sick leave.
Visible frustration, irritability, withdrawal.
Self-doubt, loss of confidence.
Loss of motivation, gradual disengagement.

Beyond observation, organisations can structure this diagnosis through assessments: satisfaction surveys covering pay, recognition, career development prospects, training opportunities and more. This data makes it possible to identify friction points on a sound factual basis, rather than acting on intuition alone.

Cross-referencing a motivation survey with a satisfaction survey can be particularly revealing. If 80% of employees say they are motivated by recognition, yet 90% report dissatisfaction with the reward practices in place, the problem is clearly defined. This kind of cross-analysis enables organisations to prioritise action and focus efforts where impact will be greatest — both on workplace culture and on well-being.

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5 Strategies to improve Well-being and reduce Stress

Set realistic objectives and priorities — Involve employees when assigning tasks and responsibilities. An objective that has been co-constructed is better understood, more readily accepted, and more easily achieved.

Encourage feedback — Make feedback a regular practice, not an occasional event. One-to-one sessions, surveys, and formal appraisals: create the conditions for everyone to voice what is working and what is not.

Keep employees motivated — Recognise work done, celebrate achievements, and give employees a say in decisions that affect them. Informal moments matter too: they strengthen social bonds and a sense of belonging.

Promote physical and mental well-being — Meditation sessions, fitness programmes, mental health webinars, employee assistance lines: these initiatives are not cosmetic gestures. They send a clear signal that the organisation genuinely cares for its people.

Respect working hours and the right to disconnect — The right to disconnect must be a genuine practice, not merely a clause in an internal policy document. Particularly in remote-working contexts, setting clear boundaries between professional and personal time is essential to prevent burnout.

Ignoring work-related stress carries a cost: staff turnover, disengagement, absenteeism, and damage to the employer brand. Conversely, building a culture of well-being is an investment in sustainable performance and in the quality of life of every individual. The two are not in opposition — they reinforce each other.

Ready to go further? Key Predict enables you to assess your employees’ motivations and well-being through scientifically validated tools.