Managing Wellbeing at Work

The 5 Stress Indicators and what they are telling you.

Understanding stress indicators can help you manage your well-being and improve your interactions with others. Here’s a breakdown of the five stress indicators—disinterest, longing, anxiety, emptiness, and frustration—and what they typically signify.

1. Disinterest

What It Indicates:

Disinterest often signals a lack of engagement or motivation. When someone is disinterested, they may be feeling overwhelmed, bored, or detached from the task or conversation at hand. This can be a sign that the person is not finding the current situation meaningful or stimulating.

Example

An employee who is disengaged during a meeting might appear distracted, check their phone frequently, or not contribute to discussions. This could indicate that they feel the meeting is unproductive or irrelevant to their goals.

What To Do:

Address potential causes of disengagement by evaluating whether the tasks or projects align with the employee's interests and strengths. Consider offering additional support or motivation.

2. Longing

What It Indicates:

Longing reflects a desire for something that is currently absent or unattainable. It often points to a gap between one's current situation and a more fulfilling or desired state. This can manifest as a feeling of dissatisfaction or yearning for change.

Examples:

An employee may express a strong desire to take on more challenging projects or move into a different role. This longing could indicate a need for career growth or a sense of unfulfilled potential.

What To Do:

Engage in career development conversations and explore opportunities for growth and advancement. Recognise and address any gaps between current roles and career aspirations.

3. Anxiety

What It Indicates:

Anxiety is a sign of excessive worry or concern about potential threats or uncertainties. It can indicate that someone is feeling overwhelmed by responsibilities, potential outcomes, or perceived risks. Anxiety often affects focus, decision-making, and overall well-being.

Examples:

An employee who is anxious about meeting deadlines may exhibit signs of stress such as nervousness, procrastination, or difficulty concentrating. They might worry excessively about their performance and its impact on their job security.

What To Do:

Provide support through stress management techniques, clear communication about expectations, and resources to help manage workloads effectively. Encourage open discussions about concerns.

4. Emptiness

What It Indicates:

Emptiness often signals a feeling of hollowness or lack of purpose. It can indicate that someone is experiencing a sense of dissatisfaction or lack of fulfilment in their life. This might arise from unmet needs, disconnection, or a sense of loss.

Examples:

An employee might feel unfulfilled in their role, leading to a lack of motivation and a sense of emptiness. This could be due to a mismatch between their values and the job or a lack of recognition.

What To Do

Explore opportunities for meaningful work, personal development, or involvement in projects that align with the individual's values and passions.

5. Frustration

What It Indicates:

Frustration indicates a feeling of being blocked or hindered in achieving goals or desires. It often arises from repeated obstacles, unmet expectations, or a lack of control over a situation. Frustration can lead to irritability and reduced motivation.

Examples:

An employee might feel frustrated if they encounter continual roadblocks in a project, lack adequate resources, or face bureaucratic hurdles that impede their progress.

What To Do: