What can I do at work to help someone when they cannot tell whether this is stress, burnout, attention, sensory overload or something else?

Short answer

Several explanations can overlap; a manager does not need to decide which one is true.

What this can look like

Stress, sleep, workload, health and home pressures can all affect work. A manager cannot sort out the cause.

Why it can happen

Describe observed work impacts, ask what support would help and follow fair workplace processes. Leave clinical questions to the employee and appropriate professionals.

What might help

Focus on reasonable work adjustments and appropriate support pathways without demanding personal detail.

What the research helps explain

A broad work pattern can be shaped by task demands, health, stress, recovery, environment and support. Public information can help leaders improve conditions and have better conversations; it cannot decide what label, if any, applies to a staff member.

What can vary

Do not diagnose, compare suffering, demand private information or assume that visible output tells you the full cost. New, severe or concerning changes may need appropriate professional advice.

For this situation

For you, avoid terms such as “probably ADHD” or “burnt out” in feedback conversations.

More info and original sources

Poko summarises the relevance of public original sources and links out for anyone who wants to read more.

• About psychosocial hazards — Australian guidance on identifying and managing work conditions that can create psychosocial harm.
• Executive Functions — Explains attention, working memory and flexibility as distinct, context-sensitive processes.