Warning Signs a Team Member May Be Struggling
Psychological injuries are becoming increasingly common in Australian workplaces, yet they are often harder to recognise than physical injuries. Unlike a broken bone or visible injury, psychological distress can develop gradually and present in different ways from person to person.
Managers are not expected to diagnose or treat mental health conditions. However, recognising the early warning signs and responding appropriately can make a significant difference to a worker’s wellbeing, recovery and ongoing engagement at work.
What Is a Psychological Injury?
A psychological injury can occur when work-related factors contribute to a person’s mental health condition or significantly aggravate an existing condition. This may be linked to factors such as excessive workload, workplace conflict, exposure to traumatic events, bullying, organisational change or prolonged stress.
Early intervention is critical. The sooner concerns are identified and addressed, the greater the opportunity to support positive outcomes for both the employee and the workplace.
Signs a Team Member May Be Struggling
While everyone reacts differently to stress and challenges, some common warning signs may indicate a team member needs additional support.
Changes in Behaviour
You may notice that an employee who is usually engaged and approachable becomes withdrawn, irritable or unusually emotional. They may stop participating in meetings, avoid social interactions or seem less confident than usual.
Declining Performance
A sudden or gradual drop in work quality, missed deadlines, reduced productivity or difficulty concentrating can sometimes indicate that a person is struggling.
Increased Absenteeism
Frequent sick leave, unexplained absences, lateness or a pattern of leaving work early may be signs that an employee is finding it difficult to cope.
Changes in Communication
Employees experiencing psychological distress may communicate differently. They may become unusually quiet, respond less frequently, withdraw from discussions or appear defensive during routine conversations.
Difficulty Managing Workload
A team member who previously handled their workload effectively may begin expressing feelings of overwhelm, struggle to prioritise tasks or frequently report feeling stressed.
Physical Symptoms
Psychological stress often presents physically. Employees may report headaches, fatigue, sleep difficulties, muscle tension or other health concerns that impact their ability to perform at work.
Starting a Supportive Conversation
If you notice changes in a team member, it is important to approach the situation with care and empathy.
Rather than making assumptions, focus on observed behaviours and create an opportunity for open discussion.
For example:
- “I’ve noticed you seem quieter than usual recently. How are things going?”
- “You don’t seem yourself at the moment. Is there anything you’d like to talk about?”
- “I’ve noticed you’ve been under a lot of pressure lately. How can we support you?”
The goal is not to diagnose a problem, but to create a safe and supportive environment where employees feel comfortable discussing any challenges they may be experiencing.
What Managers Should Avoid
While most managers want to help, certain responses can unintentionally discourage employees from seeking support.
Avoid:
- Making assumptions about the cause of the issue
- Minimising concerns by suggesting they will simply “get over it”
- Focusing solely on performance without exploring underlying factors
- Pressuring employees to disclose personal information
- Attempting to act as a counsellor or mental health professional
The Importance of Early Intervention
When psychological concerns are identified early, employees are more likely to receive the support they need before issues escalate. Early intervention can help maintain connection to work, reduce the risk of prolonged absence and support a safer, more sustainable recovery.
How Rehab Management Can Help
Rehab Management partners with employers, insurers and workers to support recovery following psychological injury. Our experienced rehabilitation consultants provide practical, person-centred support that focuses on recovery, workplace participation and positive return-to-work outcomes.
Whether a worker requires early intervention, workplace support or assistance returning to work after a psychological injury, our team works collaboratively with all stakeholders to help achieve the best possible outcome.
If you’re concerned that a team member may be struggling, early action can make a meaningful difference. Contact Rehab Management to learn how our workplace rehabilitation services can support your people and your organisation.
