How to Tell if Your Accountants Are Stressed

The demands in an accounting firm — intense deadlines, complex regulations, and long hours — often create a high-pressure environment. Left unchecked, this pressure can lead to significant problems like burnout, absenteeism, decreased accuracy in work, and even mental health issues. A stressed workforce is less productive, which ultimately impacts the firm’s performance. Understanding and addressing stress can help you build a resilient, productive, and satisfied team.

1. Recognizing Behavioral Changes

Stress often manifests through noticeable behavioral changes in employees. Here are common signs to look out for:

• Irritability and Mood Swings: Employees who are usually composed might become more irritable, snapping at colleagues or showing frustration over minor issues. Mood swings, such as shifting from high energy to low motivation within short periods, can also signal stress.

• Withdrawal from Social Interactions: If a previously sociable employee becomes more isolated, avoids team interactions, or participates less in meetings, this could indicate stress. They might avoid breaks, lunches, or informal chats with colleagues to keep their focus on work, fearing they are falling behind.

• Decreased Motivation: A marked drop in enthusiasm or motivation can be a sign that an employee is overwhelmed. Employees who once took the initiative might now avoid extra projects, reduce their engagement, or show disinterest in their tasks.

• Procrastination and Missed Deadlines: Stress often makes it difficult for employees to focus. As a result, you might notice delays in delivering projects, missed deadlines, or an increase in mistakes. Employees might also start to procrastinate, avoiding tasks that once were routine.

2. Monitoring Physical and Health-related Changes

Stress doesn’t just affect the mind; it can also manifest in physical symptoms. Managers should be aware of these signals:

• Frequent Sick Days: Stressed employees may take more sick days due to physical ailments like headaches, stomach issues, or persistent fatigue. If an employee who is generally reliable suddenly takes frequent or prolonged sick leave, this could indicate stress-related burnout.

• Changes in Appearance: Look for changes in an employee’s appearance, such as weight fluctuations, disheveled clothing, or a generally tired or worn-out look. These could suggest they are not sleeping well or neglecting their personal care due to work-related stress.

• Overworking: Ironically, some employees might show stress by overworking. If someone consistently stays late, skips breaks, or works through weekends, it could be a sign they are struggling to manage their workload. Overworking may seem like dedication, but it often masks deeper issues of stress and burnout.

3. Reviewing Work Performance

An employee’s work performance often provides insight into their stress levels. Here’s what to watch for:

• Decrease in Quality of Work: Errors in work or a decline in attention to detail can indicate that an employee is too stressed to focus properly. Accounting, with its reliance on precision, makes this issue particularly problematic.

• Drop in Productivity: If an employee who was once consistently productive starts to lag behind, this could be a sign they are overwhelmed. They might appear busy but accomplish less, or struggle to prioritize tasks effectively.

• Avoidance of Challenges: Employees under stress may shy away from taking on challenging assignments, preferring routine tasks that require less mental energy. If a once ambitious team member becomes reluctant to tackle new responsibilities, it could signal that they’re under too much pressure.

4. Listening to Employee Feedback

Sometimes, employees will provide direct or indirect cues that they are feeling stressed. As a manager, it’s critical to have an open line of communication. Listen for these signals:

• Complaints About Workload: Employees may directly or indirectly express concerns about their workload. Pay attention to any comments or feedback about feeling overwhelmed, whether in meetings, during one-on-ones, or even casual conversations.

• Negative Comments: Watch out for employees who make negative remarks about their performance, like "I’m drowning" or "I can’t seem to keep up." These could be cries for help masked in humor or self-criticism.

• Expressions of Personal Struggle: Employees who feel safe in their work environment might also mention struggles outside of work that are adding to their stress, such as personal or family issues. Understanding the whole picture can help managers support these employees more effectively.

5. Creating a Stress-Aware Culture

Identifying stress is only the first step; the key to managing it is fostering an environment where stress can be openly discussed and addressed. Here are strategies for building a stress-aware culture:

• Encourage Open Communication: Make it clear that discussing workload concerns is not a sign of weakness but a healthy way to manage expectations. Regular check-ins and an open-door policy can help employees feel comfortable sharing their concerns.

• Promote Work-Life Balance: Encourage employees to take breaks, use their vacation days, and maintain a healthy work-life balance. This can prevent stress from building up over time. Also, set a good example yourself by demonstrating that taking time off is acceptable.

• Provide Stress Management Resources: Offer resources like stress management workshops, wellness programs, or access to mental health professionals. Even a simple reminder about the importance of self-care can help reduce stress.

• Monitor Workload Distribution: Pay attention to how workloads are distributed among your team. Overloading high performers can lead to burnout, while underloading others may cause disengagement. Regularly assess whether your team’s workload is fair and manageable.