Work. Stress at work: with manager recognition, distress drops from 63% to 44%

Sixty-three percent psychological distress among employees who do not feel recognised by their manager, 44% among those who do. That is one finding of the Ipsos-BVA barometer for Empreinte Humaine published in June 2026. Eighty-four percent of employees want to be recognised by management; only 49% feel they are, and fewer than four in ten receive thanks or feedback on their work.

Stress is therefore not only an individual matter. INRS reminds us that it is also prevented collectively, through work organisation, workload, autonomy, role clarity, relationship quality and support. Employers have a duty to prevent risks, psychosocial risks included.

Managing stress does not mean putting up with everything: asking for the load to change is part of it.

Seven guideposts

1. Breathe slowly for a few minutes, lengthening the exhale: it calms the body before a tense meeting. 2. Take real breaks, away from the screen. 3. Protect your sleep and disconnection: fewer messages in the evening, an end-of-day ritual. 4. Move, walk, get some air.

5. Clarify and prioritise: write down what is urgent, what is important, what can wait, and dare to say « I can't do everything ». 6. Set limits: decline what is unrealistic, ask for clarity on expectations. 7. Talk: to a colleague, a loved one, a professional.

Asking for the load to change

Telling your manager « here is what I can do by the deadline, here is what must move » is professionalism, not weakness. If that is impossible, or the answer is always negative, it is legitimate to raise it with staff representatives or the occupational physician. Stress that comes from the organisation is first settled at the level of the organisation.

In consultation, you can learn to recognise your own warning signals, set limits and get through difficult periods, without waiting for exhaustion.

This article is for information only. It replaces neither a consultation nor a diagnosis, which is a doctor's role.