How can you identify stress in your colleagues?

In my approach to identifying stress in my colleagues, I apply the insightful Polyvagal Theory. It's not just about analyzing physical cues like posture, tone of voice, and eye contact; it's about creating a supportive and empathetic atmosphere that encourages them to share their feelings. First and foremost, I prioritize building strong bonds with my coworkers. This means taking the time to genuinely connect with them, both professionally and personally. By demonstrating that I genuinely care about their well-being, I lay the foundation for trust and open communication.

Remember, many of your colleagues are capable of hiding their emotions and still be high performers while burning inside. It’s your mindful listening that will allow them to feel safe and open up, so you can see their signs of stress. By being fully present you will notice many things.

Some people will manage their stress by taking on more tasks. They mistake stress for responsibility, and that they're the only one who can do anything - or they’re the one that must do everything. They might feel like they’re more in control if they’re in control of everything (and everyone) around them. They may also project their insecurities onto others, accusing them of being stressed, or other 'faults'. This can look like straight out naming it - 'you're always so stressed/late/flaky/behind on your work' (when you aren't in the least). Or it could be more subtle via 'smoke and mirrors' tactics on how they are going. They may not be self-aware enough to know that they are stressed and be annoyed at everyone around them instead.

Le stress est trop souvent abordé sous l'angle de tout ce qu'il nous enlève (concentration, bonne humeur, sociabilité, santé), même si tous les sympt?mes décrits dans l'article sont justes. Il peut pourtant prendre une autre forme. Je veux parler des collaborateurs clefs de l'entreprise qui adorent le stress, le recherchent et sont "successfull" dans ce qu'ils font. Ils sont même vus comme des role-models puisque leur stress les valorise et les rend plus performants. Ils sont partout à la fois et ne sont jamais fatigués alors qu'ils sont super stressés et ne le savent même pas. Ils s'en rendront brutalement compte par un burnout, un arrêt cardiaque ou un cancer foudroyant. C'est aussi cela le stress et il ne se voit pas.

In my work with The TARA Clinic, we often see people from high pressures positions struggling with substance use and addiction issues due to poorly managed stress within the workplace. Organisations can support their teams by promoting celebrations and after work gatherings in alternative ways such as hikes, beach days or other team building options.

Be sincere, be curious, and don't make assumptions. Ask if you can help in some way. Being able to do this is predicated on having a psychologically safe workplace.

Sometimes, all one needs is a genuine listening ear. Putting yourself in your colleague’s shoes is the first step to offering help. How can you empathize? Be genuine, ask relevant questions, and show interest. Pay attention to your body language; are you demonstrating interest or the opposite? It's easy to feel unheard when your eyes are wandering instead of maintaining eye contact. Lastly, provide hope rather than negativity. Encourage your colleague that things will improve and advise against giving up. A single word of hope is more powerful than a thousand words of hopelessness.

Supporting someone who is chronically stressed can be tricky, especially if they are not aware of their behaviour or wanting help. Listening and empathising is bland advice that has too many variables, and should be a baseline not a tool for special circumstances. Instead (or additionally), know yourself first. The more you are aware of your own behaviour the less their stress will be able to fill in the gaps of your self knowledge and affect you. Second, help the person find some solid ground. Point out ways they are succeeding. Suggest ways they could lessen their stressor, without losing face. Example, I notice you do x really well, and I would like to get better myself. Can I do it for a month then get some feedback?

Jeder Mensch, je nach seinem Pers?nlichkeitsprofil, Erfahrungen und Pr?gungen empfindet und zeigt Stress sehr unterschiedlich. Für das Umfeld ist es vor allen Dingen wichtig Ver?nderungen im Verhalten oder Aussehen wahrzunehmen. Dann gilt es, auf die Pers?nlichkeit zugeschnitten, die Person darauf anzusprechen. Ersch?pfte Menschen sind oft in ihrem Reptilienhirn und wittern überall Gefahr. Vertraulichkeit und die Vermittlung von Sicherheit sind hier von gr??ter Bedeutung. Nichts tun, ist keine Option, auch wenn die angesprochene Person zuerst vielleicht ablehnend oder relativierend reagiert. Alleine schon das Gefühl sich nicht alleine gelassen zu fühlen, kann entlasten.

Not everyone wants to be given advice. Sometimes they just want to be heard. Make sure to ask the other person how they want to be supported before offering it.

Healthy coping starts before stress levels are high. Know thyself and encourage others to become self-aware. Knowing one's values is a critical step on this journey. Journaling for a period of time helps to create this awareness. Questions that can help: what went well and why; what is my energy level today; what triggered me today and why;

Healthy coping requires an understanding of self. What triggers and how to realign. This is different for everyone, and a skill that can be taught. I find it hugely beneficial bringing self-discovery workshops to any corporate environment. It’s a win win. Great for the individual and productivity. We don’t invest in this enough.

Helping build resilience in colleagues is an effective way of assisting them to cope with stress from a long-term perspective. Sharing coping strategies and techniques that have worked from a personal perspective and the experiences of those who manage stress effectively and suggesting reading resources and practical methods to build resilience strengthens their coping mechanisms. Their tenacity furthermore gives them the courage to share their learned experiences (personal and professional) with other colleagues and network members.

A healthy sleep routine is often overlooked, yet it is widely studied that sleep habits impact the immune system, cardiovascular system and hormone production including cortisol (stress hormone). Sleep is key to think clearly of those strategies to cope with daily stress.

Healthy coping encompasses mind, body and spirit/ Sometimes it's one but in this era it can be all three, ask about physical pain, especially back pain, don't forget sitting correctly and proper posture helps with this traditional occupational hazard,

Although this doesn't fit into any particular category, I have told by patients this, and I believe it myself: if people would exercise regularly and commit themselves to physical fitness, I would probably prescribe half of the anti-depressants and mood stabilizers that I do. The lack of physical fitness is a crisis in our country, end it has profound impact on our emotional well-being. Let's do all we can to commit to regular exercise and to emphasize this point with our colleagues. Set an example and others will follow. You can do it.

When helping a stressed colleague, don't add to their cognitive load or sense of overwhelm. Break down any requests you have to their component parts as much as practical. Keep emails as short as practical too, and front load them with the request first, context following. If the email is FYI only, then state that overtly. If appropriate, you can ask them directly too - "I notice you've been stressed the past week or so. Is this something you'd like my help with? On a scale of 1 - 10, how concerned should I be about that? What can I do to help support you right now, and in the future? Remember to look after yourself first. Don't get trapped in their spiral, nor judge the situation. We all present stress differently, and that's ok.

Stress can be managed. It can affect the way someone feels or behaves so we must look out for our colleagues and provide support when we see the following ~ ?Mood swings,being withdrawn, loss of?appetite,interest and motivation. ?Loss of commitment and confidence? ?Being more sensitive or aggressive?etc

The comment on physical fitness resonates most with me. It is the one thing i always encourage among fellow peers. As an old saying goes "health is your wealth".

Identifying the symptoms of stress is one thing, seeking to understand the root cause and fixing is what’s important in dealing with workplace wellbeing issues. More often than not, the cause of stress in colleagues has very little to do with their work amd a lot to do with a person, be that a colleague, a boss or a client that is affecting their ability to do their work effectively.