Life can have many stressors that can impact the quality of a person’s sleep. A useful benchmark to note is that any employee consistently getting less than seven hours of sleep is at an increased risk of cognitive impairment, mood instability and physical health issues due to fatigue. The root cause of fatigue may also be attributed to the number of hours worked or the consecutive days worked without a proper rest break.
Fatigue is often misunderstood as a result of poor sleep or heavy workload, but its root causes can be far more complex and interconnected. Medical conditions such as thyroid disorders, heart disease, diabetes, chronic fatigue syndrome or a lingering flu can lead to persistent exhaustion. Lifestyle factors, including alcohol or drug use, poor diet and a lack of regular physical activity, can also contribute.
Psychological stressors such as depression, anxiety or grief frequently manifest as fatigue, often accompanied by irritability, low motivation and emotional withdrawal. Workplace dynamics, such as unresolved conflict, unclear expectations, or chronic stress, can drain energy over time. In many cases, fatigue arises from a combination of these factors, making it essential to approach each situation with empathy and a holistic lens.
Fatigue is more than just feeling tired; it’s a psychosocial hazard that impairs judgment, reaction time and emotional regulation. It can compromise safety, productivity and health. As a result, a worker who is fatigued in the workplace is at an increased risk of being a hazard to themselves and others.
Recognizing fatigue as a form of impairment is the first step for a crisis-ready interventionist toward meaningful support.
Fatigue is a form of impairment
Research shows that being awake for 17 to 19 consecutive hours can impair performance on cognitive and reaction-time tests to a degree comparable with a blood-alcohol concentration (BAC) of 0.05 per cent. In some studies, response times were up to 50 per cent slower, and accuracy declined significantly, mirroring the effects of alcohol intoxication. After longer periods without sleep, performance deteriorated even further, reaching levels equivalent to a BAC of 0.10 per cent—the maximum dose administered in those studies and well above the legal driving limit in Canada.
Fatigue affects reflexes, memory, mood and coordination. It compromises decision-making and increases the risk of errors and accidents. This isn’t just a wellness concern; it’s a serious safety issue that demands attention.
Fatigue consequences can be physical, mental and emotional:
- Decreased motivation for work
- Dizziness, sore muscles and slow reflexes
- Irritability, mood swings and poor concentration
- Blurry vision, impaired hand-eye coordination and short-term memory loss
- Physical weakness and reduced appetite
These symptoms can lead to profound consequences for safety and mental and physical health if ignored.
The consequences of ignoring fatigue
Fatigue isn’t just a personal struggle; it’s a shared risk. When left unaddressed, it can lead to serious consequences for an individual and those around them. The following are examples:
For the individual
- Increased risk of accidents: Especially in safety-sensitive roles like driving or operating machinery
- Cognitive errors: Mistakes in judgment, missed deadlines and poor decision-making
- Emotional instability: Strained relationships and reduced emotional regulation
- Health deterioration: Weakened immunity, cardiovascular strain and mental health decline
- Underperformance: Reduced productivity, creativity and focus
For the workplace
- Safety hazards: One fatigued employee can unintentionally endanger others
- Team disruption: Errors and absenteeism affect morale and cohesion
- Financial costs: Rework, sick leave and disability claims
- Reputation risk: Especially if preventable incidents occur
The role of the crisis-ready interventionist
Crisis-ready interventionists are not fixers; they are facilitators of insight, accountability and action. Their role is to create space for reflection, reduce stigma and guide peers toward sustainable solutions. Their goal is not to diagnose; it is to support.
Three-step coaching model for fatigue intervention
The following coaching model is designed to defuse and support a worker who reports fatigue, helping them feel listened to and supported, and guiding them to the appropriate resources, such as HR or a leader, when necessary.
Step 1: normalize and name it
Help the peer move past denial or minimization. Use language that validates their experience:
- “It’s okay to feel overwhelmed; fatigue is a form of impairment.”
- “You are not alone. Many people struggle with this; it is not a weakness.”
Encourage self-awareness by gently exploring symptoms, such as mistakes, forgetfulness, irritability, blurry vision, and slow reflexes. One way to help is to ask them to complete the Fatigue Risk Quick Survey, a free online tool designed to increase self-awareness.
The goal of this conversation is to help the person recognize that fatigue is not a personal failure. It is a signal, a sign that their body and mind are asking for rest, recalibration or support. By fostering empathy for themselves, a crisis-ready interventionist helps them move away from self-criticism and toward self-awareness.
It is beneficial to acknowledge that everyone has limits. No one is designed to operate at full capacity without a pause. Fatigue is a natural response to prolonged stress, disrupted sleep, emotional strain or physical overload. Acknowledging it is not a weakness; it is a form of wisdom.
This is not about judgment; it is about noticing and helping a person tune into what is happening beneath the surface and understanding that acting, whether through rest, support, or a small lifestyle shift, is beneficial for them and those around them. Safety, health and performance all depend on recognizing when an employee is okay and responding with care.
Step 2: explore root causes and control zones
Guide the employee to identify what’s contributing to their fatigue. Use open-ended questions:
- “What’s been affecting your sleep or energy lately?”
- “Are there stressors at home or work that feel unmanageable?”
Fatigue is a signal, not a flaw. The goal is to help the person recognize their limits with compassion, not judgment. If they’re unsafe and too exhausted to drive, work, or think clearly, prioritize short-term safety.
Guide them to explore what is within their control, including sleep habits, caffeine use, and workload boundaries. Encourage help-seeking for what is beyond their control, such as medical issues, family stress and mental health issues. Remind them that it’s okay to ask for support. They do not have to figure it out alone.
Step 3: agree on a micro-plan and follow-up
Support the peer in creating a realistic, short-term plan that prioritizes safety, restores energy and builds momentum toward addressing root causes. The goal is not to fix everything at once but to take meaningful steps that are within their control while recognizing when and how to ask for help. Encourage them to focus on what they can control:
- Prioritize sleep (aim for 50+ hours per week)
- Adjust caffeine and food habits to support better rest
- Schedule a medical check-in if fatigue is persistent or unexplained
- Speak with their manager if workload, shift patterns or expectations are unsustainable
- Consider taking a vacation or personal time if they need space to recover and refocus on health
Help them explore what is in their control versus what may require external support, such as staffing levels, overtime demands or unresolved personal stressors. They must understand that health is non-negotiable and sleep is a biological necessity, not a luxury.
Rather than prescribing solutions, guide them to own their plan by asking:
- “What do you feel ready to change this week?”
- “What conversations do you need to have?”
- “What support would make this easier?”
If they are unsure where to begin, offer to help them connect with HR, EAP or a trusted health professional. The goal is to promote help-seeking behavior and reinforce that they do not have to navigate this alone, but they do need to take the first step.
Fatigue is not a moral failing. It is a biological reality that occurs when the body does not rest or is pushed beyond its limits. People need sleep to function, stay safe and protect their health. Crisis-ready interventionists can anchor this truth.
