Managing stress and anxiety in the workplace

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Understanding subclinical mental health conditions and their impact  

Subclinical issues often result from ongoing mental load or everyday stressors and do not meet the criteria for a formal clinical diagnosis, but they still have a real impact on how employees feel and function at work.

Recognizing hidden pressures at work

Mental load refers to the cumulative, often invisible, cognitive effort required to manage multiple responsibilities, such as planning, problem-solving, and remembering important details both at work and at home. Daily stressors are those routine pressures we all encounter, such as tight deadlines, back-to-back meetings, or balancing professional and personal demands. Mild anxiety might manifest as feeling uneasy or tense while preparing for a big presentation but wouldn’t be diagnosed as anxiety disorder. Likewise, having a few sleepless nights due to work or personal pressures may impact cognitive ability, but wouldn’t be diagnosed as insomnia. What many fail to consider, however, is that subclinical symptoms can accumulate over time, gradually reducing well-being and productivity. These experiences are common, yet their impact is frequently underestimated in the business context.

Impact of subclinical conditions

According to the National Alliance on Mental Illness (NAMI) 2024 Workplace Mental Health Poll, 52% of employees reported feeling burned out because of their job, and 37% reported feeling so overwhelmed it made it hard to do their job.1 These statistics suggest that subclinical mental health issues are not isolated events—they’re part of the everyday experience for many employees, often brushed aside until they escalate.

A woman sits at a desk in a modern office setting, holding her head in apparent frustration or stress. The desk features scattered papers and an open laptop, suggesting a work-related environment. Green indoor plants are visible in the background, adding a touch of natural decor.

Impact on employers

For employers, the effects of subclinical mental health issues are significant, even if they’re not always visible.

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Productivity and performance

Employees feeling constant mental load may experience increased mistakes, difficulty concentrating, and lower engagement. The cumulative effect can also result in frequent or unplanned absences.

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Business costs

The costs to business, both financial and cultural, add up quickly when subclinical issues are ignored.

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Workplace morale

When employees feel unsupported in managing their mental load or daily stressors, workplace culture can suffer. People may feel isolated or undervalued, which can lead to increased turnover or disengagement.

Building a culture of caring

Supporting employee mental health isn’t just the right thing to do—it’s a smart business strategy. Organizations that pay attention to subclinical conditions could expect improved productivity, lower turnover rates, and a more resilient workforce.1 Moreover, creating a culture of caring helps attract and retain top talent, especially as younger generations prioritize mental well-being in their job choices.

 

Empathy and responsibility go hand in hand. By acknowledging the challenges posed by subclinical mental health concerns, employers demonstrate that they value their people as humans, not just as resources. This builds trust and can reduce stigma, making it easier for employees to seek help before issues become clinical.

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How employers can help: practical strategies

Fortunately, there are actionable steps employers can take to support subclinical mental health in the workplace: 

  • Encourage managers to check in regularly with their teams to discuss stressors and mental load. 
  • Allow remote work, flexible hours, or compressed workweeks to help employees balance their responsibilities, when appropriate. 
  • Offer workshops or seminars on stress management, mindfulness, and time management. Share information about subclinical symptoms so employees can better recognize and address them. 
  • Encourage employees to take regular breaks and use their vacation time, helping prevent burnout from cumulative stress. 
  • Provide Employee Assistance Programs (EAPs) or partner with mental health professionals who can offer guidance and support for mild symptoms. 
Two women comforting each other at work

The path forward

Subclinical mental health conditions like mental load, daily stressors, and mild anxiety are real challenges for today’s workforce. Though less visible than clinical diagnoses, their impact on productivity, morale, and workplace culture is profound. Recent U.S. data shows these issues are common, making it essential for employers to take notice.

 

By prioritizing mental health before problems become severe, business leaders and HR managers can create healthier, more engaged teams and a more successful organization. The steps are simple but powerful: open communication, flexibility, education, and access to support. Investing in employee well-being isn’t just about compassion; it’s about building a thriving workplace for everyone.

More ways to better support you

1. The 2024 NAMI Workplace Mental Health Poll, Jan 2024.

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