To manage work stress before it harms your well-being, identify what at work is triggering it, take practical steps to reduce immediate strain, and seek changes to the working conditions driving the problem. Breaks, supportive conversations, exercise and enjoyable activities can help, but they are not substitutes for addressing excessive demands or getting professional support when symptoms persist or worsen.
What work stress can look like
Work stress is not simply a personal failure to cope. The National Institute for Occupational Safety and Health (NIOSH) defines job stress as “the harmful physical and emotional responses that occur when the requirements of a job do not match the capabilities, resources, or needs of the worker.” Such stress can contribute to poor health and even injury. NIOSH explains job stress and its causes.
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Possible signs include irritability, anxiety, feeling helpless, low motivation, exhaustion, low mood, difficulty sleeping or trouble concentrating. Stress may also affect appetite or energy, cause headaches, body pains or stomach problems, and worsen existing chronic or mental-health conditions. These are reasons to pay attention, not a diagnosis. CDC describes possible effects of stress.
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Identify what is driving the strain
Look for patterns rather than blaming yourself. Note which demands, interactions, schedules or conditions tend to precede the strain. Consider whether the main issue is too much work, unclear priorities, limited control, inadequate resources, schedule pressure or a difficult workplace interaction. NIOSH’s definition points to the fit between job requirements and a worker’s capabilities, resources and needs—not just the worker’s coping skills.
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If it helps, keep a brief record of the trigger, when it happens and what would make the situation more manageable. This can make a conversation more specific: for example, explaining that competing deadlines are unclear is more actionable than saying only that work feels stressful.
Take steps during and outside the workday
During your shift
- Take breaks to rest or stretch when possible; use a break to check in with someone supportive if that helps.
- Talk with a coworker or supervisor about the stressor and possible solutions. CDC recommends discussing job stress and ways to address it.
- Ask about access to workplace mental-health resources, including whether an Employee Assistance Program (EAP) is available.
When you are away from work
- Make room for exercise or time outdoors when you can.
- Set aside time for activities you enjoy and for connection with supportive people.
These steps can support day-to-day well-being, but they cannot by themselves fix harmful working conditions. CDC’s guidance for worker mental health includes breaks, supportive conversations and finding workplace resources among possible actions.
Ask for changes to the work, not only ways to endure it
When a job condition is contributing to stress, raise a specific, feasible request with a supervisor or another appropriate workplace contact. Depending on the problem, you might ask to clarify priorities or role expectations, review workload, discuss schedule flexibility or identify resources needed to do the work. These are discussion topics, not guaranteed accommodations or universal legal entitlements.
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Know when to seek more support
If stress is persistent, getting worse or disrupting daily life, contact a qualified health professional. You do not need to wait until symptoms are severe to ask for help. A workplace mental-health resource or EAP may also be a route to support; ask how to access what your employer offers.
If you are in the United States and struggling or in crisis, CDC advises calling or texting 988, or using chat at 988lifeline.org. Outside the United States, contact your local crisis service or emergency support.
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What the broader evidence does—and does not—say
The World Health Organization’s 2022 Guidelines on mental health at work consider both organizational and individual interventions. They say universal interventions to build stress-management skills, including mindfulness- or cognitive-behavioural approaches, may be considered; that recommendation is conditional and based on low-certainty evidence. Leisure-based physical activity may also be considered, with very-low-certainty evidence. These are possible supports, not guaranteed treatments.
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