April is Stress Awareness Month, and this year’s theme is Be The Change – a reminder that improving wellbeing at work starts with everyday actions, not just good intentions.
For organisations, that message matters. But what does that actually look like in practice – and where should leaders start?
Most companies now recognise that stress affects performance, productivity and retention.
Many have policies in place and initiatives designed to support their people.
All of that is important.
But one factor often has the biggest influence on workplace culture: leadership behaviour.
Because people pay attention to what leaders do, not just what they say.
A few honest questions for leaders and managers
Do you…
- take regular breaks during the day?
- use your full holiday allowance?
- leave work on time when possible?
- avoid sending emails late at night or at weekends?
- encourage boundaries — and model them yourself?
These questions aren’t about criticism. They’re about reflection.
And they apply to all of us – whether we manage a team, run a business, or simply want to look after our own wellbeing.
Why this matters for organisations
Supporting employee wellbeing isn’t just about culture or kindness. Employers have a duty of care to protect the health, safety and wellbeing of their staff.
The Health and Safety Executive (HSE) recognises stress as a workplace risk that must be assessed and managed, like any other health and safety risk.
Stress doesn’t always start at work. Personal pressures – health concerns, family responsibilities, financial worries or significant life changes – can all affect how people feel and perform.
Whatever the cause, when stress begins to impact someone at work, organisations have a responsibility to respond appropriately and provide support.
Why change can be harder than it sounds
Most people know what helps them feel better – taking breaks, switching off earlier, setting boundaries. But knowing and doing are not always the same thing.
Sometimes our identity becomes tied up with being busy, reliable or indispensable. We tell ourselves:
I can’t step back right now | I’ll rest when things quieten down | Everyone depends on me | Working long hours shows commitment
These beliefs usually come from good intentions. But over time, they can keep us stuck in patterns that increase pressure rather than reduce it.
Where to start – small actions that make a difference
The good news is that change doesn’t have to be dramatic. In practice, it’s often the small, consistent actions that make the biggest difference. For example:
- Take a proper break away from your desk each day
- Leave work on time once or twice a week
- Use your full holiday allowance
- Avoid sending non-urgent emails late at night
- Check in with a colleague or team member
- Say no occasionally – You absolutely can
We often tell ourselves we can’t say no. That the work has to be done. That people are relying on us.
But sometimes that thinking quietly absolves us of responsibility.
Because while we can’t control everything around us, we do have choices about how we respond.
Taking responsibility for our own wellbeing, and the example we set, is one of the most important steps we can take.
Stress Awareness Month is a useful prompt to pause and reflect.
For leaders, managers and individuals alike, one question can make a big difference:
What is one small change I could make this week to support my own wellbeing – or the wellbeing of those around me?
Because meaningful change rarely starts with big plans. It starts with small, consistent actions.
If this article has prompted you to reflect on how wellbeing is supported in your organisation, I deliver practical wellbeing and resilience workshops for businesses and teams. These focus on realistic strategies that help people understand pressure, take responsibility, and use approaches that work in the real world.
