Stress levels are on the rise. In Gallup’s 2024 State of the Global Workplace report, 41% of respondents reported feeling “a lot of stress” at work. Today’s urgency culture, combined with constant availability, makes it increasingly difficult to set boundaries. On top of this, employees are often juggling multiple work projects, nonstop notifications, and competing demands-leaving them feeling like they can never catch up.

Meanwhile, well-being and balance remain high priorities for today’s workforce. Organizations with employees who feel their workloads are unmanageable face difficulties retaining talent. Additionally, employees working longer hours to “get it all done” often find it difficult to stay productive and deliver high-quality results, despite their best efforts.

signs of employee overload

One of the challenges managers face is recognizing the warning signs of an unmanageable workload and addressing them before the employee burns out or leaves the organization. When a team member’s behavior shifts noticeably, this can serve as an early warning.

Some specific signs include:

• Inability to meet deadlines
• Frequent mistakes or careless work
• Responding to work around the clock without catching up
• Visible stress or frustration
• Expressing exhaustion
• Increased procrastination
• Complaints and negative comments about work

It’s important to remember that signs of workload overwhelm don’t necessarily indicate an incapable employee. With small interventions, managers can often help team members regain their footing.

Open communication is key

It’s not always obvious when an employee is struggling with their workload. Simply saying “my door’s always open” may not be enough to encourage someone to admit they’re overwhelmed. Many employees feel uncomfortable sharing this without being prompted.
Regular check-ins give managers the opportunity to discuss project updates, long-term goals, and receive feedback on any challenges employees may be facing. These conversations demonstrate support and create a safe space for open dialogue. As a manager, you can coach your team members and help them feel more in control of their workload.

Here are some effective coaching questions to guide a conversation with an employee who may be struggling:

• How are you managing your current workload?
• I’ve noticed some missed deadlines or a drop in work quality. Have you?
• Are there areas where you feel stuck?
• Let’s review your priorities together. Where do you see bottlenecks?
• What’s making this particularly difficult?
• Do I need to clarify any expectations?
• Are there skills or resources you need to move forward?
• Let’s prioritize your current tasks together. How about we reassess next week?
• How can I best support you in managing your workload going forward?

By asking direct questions, actively (and empathetically) listening to responses, and co-creating a clear action plan, managers can provide accountability while offering control and support. If needed, managers can use these discussions to identify whether the workload itself is genuinely unmanageable and redistribute tasks among the team. All of these actions help create a culture of open communication, where team members feel safe sharing their challenges and more supported by the organization. Ultimately, prioritizing well-being is not just beneficial for employees. It strengthens the entire organization, leading to a more resilient and motivated workforce.