Work-related stress remains one of the biggest challenges in the workplace. According to recent figures from TNO, nearly 1 in 5 employees suffer from burnout symptoms. As an HR professional or manager, you know that work stress is not only an individual problem, it affects the entire organization. But how do you structurally prevent work stress, at a time when hybrid working, staff shortages and changing expectations are the norm?
In this blog, you'll discover the five biggest challenges in preventing work stress, and how to respond to them smartly and people-focused as an organization.
1. Lack of real-time insight into work perceptions
Without up-to-date data on how employees are feeling, it is difficult to make timely adjustments. Many organizations still rely on annual employee satisfaction surveys. But in a rapidly changing world, that's simply not enough.
The solution: Use pulse measurement to collect real-time feedback. That way you get continuous insight into stress levels, workload and engagement. More importantly, you show that you're really listening.
Organizations working with weekly pulse measurement identify stress signals on average 4 times faster than through traditional methods.
2. Insufficient psychological safety
Stress is often created not by the amount of work, but by how safe employees feel to set boundaries. When people don't feel safe to give feedback or admit mistakes, mental pressure builds.
The solution: Build a culture of trust. As a manager, show vulnerability yourself, encourage open conversations and make sure feedback is a two-way street.
Tip: During 1-on-1s, regularly ask how someone experiences their workload. Not for verification, but out of genuine interest.
3. Vague roles and unclear expectations
Uncertainty about tasks, goals or responsibilities creates frustration and stress. Especially in hybrid teams where alignment does not come naturally.
The solution: Ensure clear communication about goals, tasks and responsibilities. Provide space to ask questions and regularly check whether expectations are clear.
Good leadership starts with clarity: who does what, when and why?
4. Too little attention to mental health
Many organizations focus strongly on physical health (such as sports programs or ergonomic work), but forget the mental aspect. While long-term work stress has an impact on mental health.
The solution: Integrate mental health into your HR policy. For example, offer access to a confidant or coach, organize workshops on stress management and encourage a healthy work-life balance.
Healthy employees perform better and stay engaged longer.
5. Reacting too late to signals of stress
A common mistake: not taking action until it's too late. Burnout is the culmination of a long series of signals that are often overlooked.
The solution: Train managers in recognizing stress signals. Combine that with data from your pulse measurements to detect trends early.
Prevention starts with awareness. Both among employees and managers.
Conclusion: from work stress to employee happiness
Eliminating work stress completely may not be realistic, but you can ensure that it does not escalate. By continuously listening to your employees, investing in psychological safety and acting proactively, you lay the foundation for workforce resilience and greater employee happiness.
At 2DAYSMOOD, we help organizations turn these challenges into opportunities. Our real-time pulse measurement gives you continuous insight into work experience, so you know what's going on and can act before stress becomes a problem.
👉 Wondering how your organization is doing?
Request a free demo and find out what real-time measurement can do for your team.
