Helping Employees Manage Job Stress

How employers can support workplace wellbeing

According to Gallup's 2026 State of the Global Workplace report, 50% of employees in United States experience daily stress, with 18% of employees feeling anger on a daily basis, 19% of employees feeling lonely, and 22% of employees experiencing sadness on a daily basis. 

What is workplace stress? 

The World Health Organization defines workplace stress as, “the response people may have when presented with work demand and pressures that are not matched to their knowledge and abilities and which challenge their ability to cope.” Workplace stress can be caused by a variety of factors including job design, lack of control, poor management, poor working conditions, or lack of support from fellow employees or supervisors It can also be caused by an unaddressed need for accommodations for disability or mental health challenges.

Early signs of stress managers may miss

Some of the most common signs of employee stress can be easy for managers to overlook. An employee may start calling in more often, arriving late, or leaving early. The reasons they give for these absences might be vague or incomplete, especially if they do not yet feel comfortable talking about what they are experiencing at work.

Other early signs of stress may show up as subtle shifts in behavior. An employee might seem more withdrawn, participate less in conversations or team activities, or leave more quickly than usual at the end of the day. These changes can be easy to dismiss, but they may signal that someone is struggling.

The impact of stress on entry-level employees

Although workplace stress can impact employees at any level of an organization, it can be especially difficult for entry-level employees to deal with. Supervisor or manager level employees often have more access to mental health resources or other interventions, and they might be more comfortable asking for help. According to the 2026 NAMI-Ipsos Workplace Mental Health poll, 43% of employees say they are concerned about their own mental health, and 48% worry that they will be judged for sharing mental health struggles. It is important for managers to recognize that this fear, coupled with limited access to resources, can lead to poor coping mechanisms such as self-medicating, which only makes the problem worse.

Two simple, day-to-day steps managers can take to ease work-related stress

Check in with employees regularly. Depending on the workplace, this check-in could be as simple as walking by during a shift and saying hi. Supervisors don’t need to micromanage their employees, but regular, small interactions can help employees feel safe approaching their manager when there is a problem.

Recognize that an employee might not want to talk about stress, anxiety or any disabilities that are challenging them in the workplace. If an employee is struggling and not willing to ask for help, IPS principles can support both the manager and the employee.

How applying IPS principles can reduce stress in the workplace – and what to avoid

Provide opportunities for employees to learn about resources available at work. Many employers offer an Employee Assistance Program (EAP) - short-term opportunities for mental health counseling, legal/financial guidance, and work-life resources to employees and their family members.

Make sure managers have access to toolkits and resources that help them approach conversations about mental health with confidence and care. A well-intentioned manager may notice that an employee is struggling, but without guidance, even a caring conversation can become uncomfortable or unproductive. Most managers are not trained mental health professionals, so they should not be expected to navigate these situations on their own. Our IPS team recommends the following resources to help managers prepare for and lead supportive, productive conversations:

• Helping Youth with Mental Health Needs at Work
• Defining Disability and the Americans With Disabilities Act (ADA)
• Disclosing a Disability
• Disability Disclosure and Reasonable Accommodations

Remember that workplace accommodations can be inexpensive or free. There are many ways to support employees who are struggling with anxiety or disability. Learn about low-cost accommodations. 

How Goodwill can help managers support stressed-out employees

Just as managers receive regular training on safety procedures and workplace policies, they also need guidance on how to support employees during difficult moments. Through our Individual Placement and Support (IPS) program, Goodwill Greater Milwaukee and Chicago offers free mental health resources for employers. Our IPS specialists can recommend toolkits and practical resources, and we are also available to visit your workplace to speak with managers directly.

Workplace stress may be common, but it is not impossible to address. With the right support, employees can feel safer asking for help, and managers can respond with the tools, resources, and reassurance that make a meaningful difference.