Sometimes the signs are there long before the crisis

A manager once asked me a question that has stayed with me:

“Gerrie, one of my best employees has changed. Six months ago, she was energetic, engaged and one of our top performers. Now she barely speaks in meetings, misses deadlines and seems completely withdrawn. What happened?”

The truth is, these changes rarely happen overnight.

After working with approximately 4,000 employees across South Africa, I’ve learnt that people seldom wake up one morning burnt out, anxious or emotionally exhausted. These challenges develop gradually. Unfortunately, by the time many managers notice a drop in performance, the employee has often been struggling silently for weeks or even months.

If you are new to employee wellbeing or want to understand the bigger picture, we recommend reading our guide on: What are Employee Wellness Services and Why Do They Matter?…It explains why proactive Employee wellness is one of the most valuable investments an organisation can make.

One of the greatest opportunities managers have is recognising the early warning signs before a crisis develops.

The Biggest Mistake Managers Make

Many managers believe poor performance is the first sign an employee is struggling.

In my experience, it usually isn’t.

The first thing I look for is change.

Every employee has their own personality, work style and way of interacting with colleagues.

Some are naturally outgoing.

Others are quieter.

Some enjoy social interaction, while others prefer to focus quietly on their work.

The question isn’t:

“Is this employee quiet?”

The question is:

“Has this employee changed?”

When someone’s behaviour changes noticeably over time, it’s worth paying attention.

10 Warning Signs an Employee May Be Struggling

1. They’re no longer themselves

One of the most common things I hear during counselling is: “I’ve become a person I don’t want to be anymore.”

That sentence says so much.

Employees often recognise they’ve changed before anyone else does. They may feel less patient, less motivated or emotionally drained, but they don’t know how to explain it.

If someone who was once positive and engaged suddenly seems different for several weeks, don’t ignore it.

2. They begin withdrawing from people

Employees who are struggling often pull away from colleagues.

They stop joining conversations.

They avoid social interaction.

They keep to themselves.

Isolation is often a coping mechanism rather than a sign that someone doesn’t care about their work.

3. Their performance gradually declines

Performance usually doesn’t collapse overnight.

Instead, you may notice:

Deadlines being missed.

More mistakes than usual.

Slower completion of tasks.

Difficulty prioritising work.

The important word is gradually.

One difficult week isn’t necessarily a concern.

Several weeks of declining performance deserve a conversation.

4. They struggle to concentrate

Stress, anxiety and burnout affect the brain.

Employees may appear distracted during meetings.

They forget important details.

Their decision-making slows down.

Sometimes they read the same email three times before they can process it.

This isn’t laziness.

It’s often mental overload.

5. Colleagues notice something is different

One of the most valuable sources of information isn’t a report.

It’s the people who work alongside the employee every day.

When managers are concerned, I often encourage them to speak confidentially with colleagues who know the employee well.

Questions such as:

“Have you noticed any changes?”

“Does everything seem okay?”

can provide helpful insight without invading someone’s privacy.

6. They become emotionally different

Some employees become unusually quiet.

Others become more irritable.

Some appear tearful or overwhelmed by situations they would normally handle with ease.

These emotional changes often reflect internal pressure rather than poor attitude.

7. They stop engaging

Employees who once contributed ideas during meetings may become silent.

They participate less.

They appear disconnected.

Engagement often decreases when emotional energy is running low.

8. They isolate themselves

Some employees stay behind their desk all day.

Others avoid lunch with colleagues.

While everyone needs quiet time occasionally, persistent isolation can be a warning sign that someone is struggling emotionally.

9. They seem constantly exhausted

Burnout isn’t only about being tired.

It’s emotional, mental and physical exhaustion.

Employees may arrive at work already drained because they never truly switched off after work the night before.

10. They tell you—if someone asks

One thing has surprised me throughout my career.

When employees finally sit down in a confidential counselling session, many say:

“I’ve never told anyone this before.”

That doesn’t mean they didn’t want help.

Often, nobody created a safe enough space for them to speak.

Sometimes, one genuine question is all it takes to start the conversation.

Why Employees Wait So Long Before Asking for Help

Many people assume employees don’t ask for help because they don’t care.

That’s rarely true.

In my experience, they wait because of fear.

They worry:

“People will think I’m weak.”

“What if my manager finds out?”

“What if I lose my job?”

“The counsellor will judge me.”

“I should be able to cope on my own.”

By the time they finally ask for help, they’ve often spent months carrying the burden alone.

One of the first things we tell employees is that counselling is confidential. That reassurance alone often allows people to begin opening up for the first time.

What Managers Should Do

Managers don’t need to become counsellors.

They simply need to become better observers.

If you’re concerned about an employee, don’t begin with accusations.

Avoid questions like:

“Why isn’t your work getting done?”

Instead, try:

“I’ve noticed you’ve seemed different lately. How have you been?”

“Is there anything going on that you’d like to talk about?”

“Is there any way I can support you?”

Listen more than you speak.

Don’t rush to solve the problem.

Sometimes the greatest gift you can give an employee is knowing someone noticed and genuinely cared enough to ask.

From Life Counsel’s Desk

One of the biggest mistakes we see is managers waiting for poor performance before checking on an employee.

By the time performance drops, the person may have been struggling for months.

We’ve learnt that the best managers don’t wait for a crisis. They notice small changes, ask thoughtful questions and create an environment where employees feel safe enough to speak honestly.

People don’t expect their managers to have all the answers.

They simply want to know someone cares.

Final Thoughts

People are the heartbeat of every organisation.

Every successful business is built by people who feel valued, supported and equipped to do their best work.

When organisations invest in employee wellbeing, they aren’t simply improving productivity. They’re building loyalty, developing future leaders and creating workplaces where people choose to stay.

In our experience, businesses that consistently invest in their people don’t just retain employees—they build stronger teams, healthier cultures and more sustainable organisations.

Because when people thrive, businesses thrive.

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Internal links:

Link to What Are Employee Wellness Services and Why Do They Matter?

Link to your Employee Assistance Programme (EAP) page.

Link to Life Counsel Connect.

Link to your Wellness Workshops page.

Concerned about the wellbeing of your employees? Contact Life Counsel to learn how our Employee Assistance Programme, wellness workshops and Life Counsel Connect platform can help you build a healthier, more resilient workforce.