Your people are capable. So why does the work feel this hard?
When priorities clash, decisions wait and change keeps landing, capable people can spend their energy working around the system. Start by looking at how the work is set up — not by assuming people need to be tougher.
01 · Pressure is widespread
“We’re keeping up” is not the whole picture.
A team can meet its deadlines while people feel stretched or disconnected. These figures do not tell us what is happening in your organisation. They make a strong case for asking — before a difficult stretch becomes normal.
Pressure crosses borders.
Employees who experienced stress a lot of the previous day.
Attendance is not engagement.
1 in 5
employees globally are engaged at work.
- 20% engaged
- 64% not engaged
- 16% actively disengaged
02 · The consequences are measurable
When people cannot keep working, the work does not disappear.
Cover has to be found. Decisions wait. The load can move to the people still there. The figures below describe different populations — not a league table, a forecast or costs WeRise promises to recover.
Australia · serious workers’ compensation claims
Almost 5×
the median time lost for mental health condition claims, compared with other injuries and diseases.
Illustrative ratio, not exact durations.
Great Britain · 2024/25 survey estimates
22.1 million
working days lost to work-related stress, depression or anxiety.
An estimated 964,000 workers reported new or long-standing work-related conditions in this category.
03 · Conditions can change
Look at the work, not just the worker.
High demands, low control and poor support are work conditions leaders can investigate. Start with what your people report. A resilience workshop cannot substitute for changing work that is unsafe or unmanageable.
Notice
Ask where the work creates friction.
Change
Agree one condition to change, with the people affected.
Check
Ask whether the change actually helped.
Duties arise under applicable WHS law. The model code has legal effect only where approved in the relevant jurisdiction; this diagnostic is not a compliance assessment.
You’ll look at nine everyday work conditions related to psychosocial hazards. Get a printable report of your view, a condition to investigate with your team and an honest look at whether outside help fits. This is not a staff survey or a WHS assessment.
Evidence-informed today. Validation in progress. Not a clinical assessment.