Managing Stress & Anxiety in the Workplace
As a psychologist, Oliver Mills-Edward sees how stress and anxiety can shape not only individual wellbeing but also the culture and productivity of entire organisations. Effective employee stress management isn’t just a wellbeing initiative - it’s a core capability that impacts engagement, decision-making, communication and retention.
While our performance is generally at its peak with moderate to high levels of stress, chronic stress and unmanaged anxiety often lead to burnout, disengagement, and absenteeism. One of the most overlooked parts of stress management for employees is the role of negative self-talk, and how shifting these internal thought patterns can make a meaningful difference both personally and professionally.
Anxiety & Negative Self-Talk
Anxiety isn’t just a racing heart or tense muscles; it’s often sustained by our inner dialogue. When thoughts like “What if I’m not good enough?,” “What if I fail?,” or “What if they’re judging me?” are treated as threats, negative self-talk fuels a loop: anxiety rises, self-criticism intensifies, and anxiety intensifies. Over time, everyday tasks start to feel overwhelming and confidence erodes.
For organisations looking at how to manage employee stress, understanding this connection between self-talk, stress responses and workplace behaviour is essential. When employees have the tools to recognise unhelpful thought patterns and shift them, performance, resilience and wellbeing improve across the board.
Stress in the Workplace
“Workplaces can either break the anxiety cycle or reinforce it. When people feel overextended, undervalued or unsupported, stress climbs and negative self-talk hardens. Organisations that address stress create conditions where people thrive.”
So, how do you manage employee stress in a way that is practical, proactive and psychologically safe? It starts with building environments where people feel supported and equipped to handle everyday challenges.
Practical workplace strategies include:
Encouraging open and supportive conversations about stress and mental health
Setting realistic workloads, expectations and deadlines
Promoting self-care, breaks and flexible work
Providing access to wellbeing resources, workshops, and professional support
The Benefits of Managing Stress and Anxiety
When organisations take employee stress management seriously, the benefits go far beyond individual wellbeing:
Higher productivity – Employees with healthier stress levels are more focused, creative and motivated
Lower absenteeism – Fewer stress-related days off
Greater engagement – Teams are more collaborative and supportive when individuals feel valued
Culture strengthens – Workplaces that normalise mental health conversations build trust, resilience, and positivity
Investing in stress management for employees is ultimately an investment in performance, retention and culture.
Supporting a Shift from Negative Self-Talk
Helping employees recognise and shift these thinking patterns is a critical part of how to manage employee stress effectively.
Practical supports include:
Awareness: notice unhelpful thought patterns as they arise
Reframing: replacing harsh self-criticism with more balanced, constructive perspectives
Self-compassion: treating oneself with kindness in moments of difficulty
Strength-based approaches: highlight skills, wins, and progress
Stress-reduction tools: Using mindfulness, breathing exercises, or physical activity to reduce the intensity of anxious thoughts
Managing stress and anxiety isn’t just about avoiding burnout. It’s about creating environments where people feel safe and supported. When organisations address the link between anxiety and negative self-talk, people think more constructively, work more productively, and engage more positively.
A workplace that prioritises mental health sends a clear message: people matter. When employees are supported to manage stress and shift unhelpful thinking, both individuals and organisations benefit.
Help your team shift negative self-talk.
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