The strain notifications
When someone has a strain problem, they automatically get an email letting them know. We never word it as stress, but let them know that it seems like they have a lot on their plate at the moment.
Our early and proactive stress notifications have prevented many situations from escalating, and this is your chance to fix something before it's too late.
They stay completely anonymous unless they choose otherwise. They get the option consent to us giving their strain contact person a heads up (and a nudge) to proactively have a conversation.
Employees are made explicitly aware that we don't share their data or their answers with their contact person - we only give their contact person a heads up that you'd like to have a conversation on the matter.
What problematic strain means
Problematic strain means an employee is experiencing significant stress that most certainly already impacts their well-being, but risks leading to prolonged sick leave which is expensive and consequential for the employee but also the team and the company.
When someone scores 50 or above on strain it's a problem and it signal that they need support before things escalate.
Think of it as an early warning system. We all have stressful periods, but when strain levels stay elevated, the risks multiply quickly.
Here are the consequences
If it continues over time, there's a significantly higher risk of recurring absences due to being overwhelmed, and it very likely leads to long-term sick leave.
This is no longer just a little challenge or concerning, this is a problem. You need a plan to help them with prioritization, workload management, or time off to prevent burnout and long-term sick leave.
Here's the stats to prove it's serious: Employees with problematic strain average a well-being score of just 53, showing how much strain impacts overall well-being.
Problematic strain contact person
The employee can choose to activate their contact person who is typically either their manager, a good colleague, their HR business partner, the workplace representative or the Head of HR.
Our consent system
This is where individual choice matters. The employee has to hit a consent button to activate the feature that involves the strain contact person. If they don't consent, they remain anonymous and no manager gets notified.
It's designed this way to protect privacy while still offering support to those who want it - providing a nudge and a channel to proactively have a conversation at a critical time.
How to manage problematic strain
Every organization has different protocols for handling employee wellbeing concerns. Always follow your company's established procedures for supporting employees with stress-related issues.
When someone on your team has problematic strain, quick action matters.
Here are some general steps that often help:
Immediate conversation: Have an open conversation about workload, priorities, and what specific support they need right now. They will likely not be self-aware of their situation, but the scores rests on strong scientific research.
Remove professional stressors: Figure out and removed the thing causing their stain levels to be high. This could be a project, task, client or colleague.
Accomodate for private matters: Most people get problematic strain when things are tough on both the professional and private front. Depending on the situation, and your relationship, consider opening the conversation to reflect that reality. Most organizations want to be flexible in hard times (for example is cases of grief from loss, heartbreak or health issues in the family).
Consider time off: Consider if they need time off to rest and reset. Problematic strain sometimes requires stepping back before it becomes something more serious.
Check in regularly: Don't treat this as a one-time conversation. Schedule regular follow-ups, for example a quick walk and talk once a week, to monitor how they're doing and adjust support as needed.
If you're unsure about next steps or what resources are available, reach out to your HR or People team immediately. They can guide you through your organization's specific approach and ensure you're providing the right level of support while following proper procedures.