Work-related stress is an invisible burden with very real consequences: high turnover, disengagement, reduced creativity, burnout, and a toxic atmosphere… While signs of workplace discomfort are often easy to spot, identifying the exact causes is a different story.
Despite the fact that preventing psychosocial risks (PSRs) is a major challenge for companies, assessment tools are still underused. And yet, there’s a test that measures work-related stress factors and provides key insights to help understand what employees are struggling with and pinpoint organisational dysfunctions.
Let’s take a closer look at how the e-Stress Profile works – and how it can be a powerful lever for improving quality of life at work.
e-Stress Profile: a precise way to detect stress sources at work
The e-Stress Profile gives an in-depth look at the working environment of each employee to identify elements that could harm their well-being and pose a risk to their health. It measures 11 different stress factors linked to the job content, the working conditions, and the quality of relationships with colleagues and managers. These include workload, the need for recognition, job insecurity, and responsibility pressure, to name just a few.
The test evaluates the level of stress employees feel for each factor, then flags the high-risk ones that require quick action. The report offers tailored recommendations based on the critical factors identified.
The e-Stress Profile is especially useful in three situations:
Preventing psychosocial risks: identifying stress factors before it’s too late
Beyond the legal obligation, companies have every reason to detect stress factors early. By spotting issues while they’re still emerging, they can take action before things escalate.
How can you use the e-Stress Profile in PSR prevention?
While it’s completed individually like any other psychometric test, the real value lies in the ability to compile results into a group report, providing a snapshot of the organisation’s overall well-being.
Take the example of a company seeing a worrying level of turnover. Management decides to proactively offer the e-Stress Profile to employees, clearly explaining the objective behind it.
Once the group report is generated, it reveals two main sources of tension: lack of recognition and poor peer relationships. While annual bonuses are given out, employees – especially younger ones – are looking for something more meaningful. They expect regular encouragement from both managers and peers to feel genuinely valued.
As for peer relationships, the company culture isn’t exactly welcoming. Long-standing cliques make it hard for newcomers to feel included, often pushing them to leave after a short while. Thanks to the test insights, the company was able to revisit both its recognition practices and its onboarding process.
Annual performance reviews: turning a routine into a real opportunity
Annual reviews are increasingly used as a time to take stock of team dynamics and address concerns before they grow. The e-Stress Profile is one of the few tools that gives this level of insight, helping companies take action where needed.
How can you use the e-Stress Profile in performance reviews?
On a voluntary basis, employees complete the test ahead of their review. The report then serves as a conversation starter, especially if some scores are unusually high – indicating clear sources of stress or discomfort.
Let’s say a business development manager, well-integrated and enjoying their role, shows an extremely high score for workload. They’re not alone – others in the sales team have reported the same.
Based on the recommendations, two actions are taken. First, the team is offered a time management course to help distribute workloads more evenly. Second, the company reviews the feasibility of hiring additional staff and, in the short term, resets some sales priorities to ease the pressure. A follow-up with the same test is planned in 4–6 months to track improvements.
Career coaching: making sense of past discomfort
Someone going through a career assessment may need help understanding the discomfort they felt in previous roles. The e-Stress Profile can guide this reflection, helping them spot recurring issues and avoid them in future jobs.
How can you use the e-Stress Profile in a career assessment?
As an add-on tool, it’s especially helpful for individuals with difficult work experiences. The coach can use the high-scoring factors as a basis to explore deeper, helping the person build strategies to recognise and respond to stress more effectively moving forward.
For example, the test might highlight poor working conditions and lack of clarity. The individual might recall working with outdated computers, using the wrong software for the job, or constantly waiting for basic supplies. They may also have lacked clear instructions and feedback, working mostly alone and unsure whether they were meeting expectations.
In this case, the e-Stress Profile helps them offload their emotional burden, while the coach supports them in developing the skills to assess and choose healthier work environments. It also empowers them to speak up for a clearer framework – asking for specific guidance and regular feedback when things get vague or contradictory.
