Tired, Stressed and Not Safe: 7 Steps to Reduce Fatigue-Related Incidents

Let’s talk about something that might be hiding in plain sight on your team: fatigue. Not the “I stayed up too late watching Netflix” kind (though that doesn’t help) but chronic, cumulative exhaustion; mental, physical, emotional that wears your team down and increases the risk of serious workplace incidents.

And it’s more common and dangerous than you might think.

• 13% of workplace injuries are due to sleep-related fatigue (National Safety Council)
• Fatigued workers are 70% more likely to be involved in an accident (Sleep Foundation)
• In sectors like healthcare and construction, fatigue has been tied to major medical errors and deadly on-site incidents

This isn’t just about productivity. It’s about people getting hurt, or worse because we’re not paying attention to the signals.

So if you’re a manager, supervisor or team lead: this is for you.  Here is a look at just some of the warning signs of fatigue, and what you can do (today!) to help prevent it from turning into something more serious.

What to Watch For: Invisible Signs That Point to Fatigue

Fatigue isn’t always someone nodding off at their desk. Often, it shows up quietly, through behaviour, mood, and subtle shifts in performance. Here are some red flags to watch out for:

Increased irritability or emotional outbursts:  Stress and exhaustion reduce emotional regulation.

Reduced concentration or frequent mistakes:  Fatigued minds are slower and more error-prone.

Frequent sick days or minor illnesses: The immune system takes a hit when the body doesn’t rest.

Withdrawal from colleagues:  Fatigued people often isolate themselves socially.

Physical complaints: Headaches, back pain, sore eyes, or “just not feeling right” are all signs.

Overcommitment or perfectionism : Oddly enough, burnout often shows up as people trying to do even more until they crash.

Look past the obvious and check in on the team members who seem like they’re “handling it all.” They’re often the ones carrying invisible loads—like worry, caregiving responsibilities, financial stress, or even undiagnosed mental health issues.

7 Actionable Tips to Help Reduce Fatigue-Related Incidents

Here’s the good news: you don’t need to overhaul your entire workplace to make a meaningful difference. A few changes in mindset and management style can go a long way.

1. Start With a Culture of Permission

`Make it okay to not be okay. Build a culture where it’s normal to say, “I’m running on empty,” without fearing judgment or punishment. Start by modelling this yourself. Creating a psychologically safe work environment is a key component in Line Manager Training  

 “I know we’re all under pressure, please speak up if you’re hitting your limit.”

2. Regular, Real Check-ins

Not just project updates. Ask, “How are you doing really?” Ask twice if you have to. Create a space where your team can be honest.

Trust your gut if someone appears off or you notice something different. 

3. Watch the Workload

Keep an eye on how often people are working overtime, skipping breaks or staying online late. Constant hustle is not sustainable. Redistribute workload when someone’s drowning, even if they say they’re fine.

4. Champion Breaks and Recovery Time

Encourage lunch away from desks. Create a policy for no out of hours emails or at least make sure they are discouraged. Suggest a 10-minute walk if someone looks glassy-eyed in a meeting. Microbreaks have macro benefits. Encourage time out in the day and have recovery and rest sessions integrated in to your health and wellbeing strategy.  There are no short cuts to be taken here – caffeine hits and energy drinks just create long term issues and cement the idea that’s OK to just carry on regardless of the detriment to your health.  Tackling the root cause will be far more effective in tackling accident and incident rates in an organisation than an energy drink! 

5. Make Flexible Working Actually Flexible

If someone needs a slower start, an early finish, or a lighter week due to a personal or home change then make it happen where you can. Fatigue is cumulative; even small breaks help restore energy and focus.  Work-life balance is not always straightforward or easy to achieve and work-life integration may be a more helpful mindset to take as a Manager. 

6. Educate Your Team on Fatigue and How to Improve Sleep 

Run a short workshop about what fatigue looks like, how to recognise it and how to talk about it. Awareness is half the battle.  Expert-led sleep workshops can be really helpful as part of holistic wellbeing strategy to tackle fatigue.  Equipping your workforce with this knowledge will reap benefits for them far beyond the workplace. 

7. Lead by Example

If you never take breaks, answer emails at midnight and power through burnout, your team will too.  Set a healthy precedent. Log off on time. Take your holidays. Learn to manage your own stress and recognise the signs of stress in others.  Prioritise sleep.  

People First, Always
If you are seeing signs of fatigue be careful in jumping to the wrong conclusions – this doesn’t mean your team is lazy, weak, or uncommitted. It means they’re human.

When someone is exhausted, they can’t think clearly, react quickly, or make safe decisions. That’s not just a personal health risk, it’s a workplace safety risk.

So take a closer look this week. Check in with your team. Lighten someone’s load. Encourage rest. Because safe teams are supported teams and rested ones, too.

By Helen Hayes, Head of Wellbeing Services for G.R.I.T.

G.R.I.T. Wellbeing offer a range of health and wellbeing services to help organisations create a healthy and people-centred culture.