How can team managers help employees manage stress?

Agree workplace pressure/ stress is inevitable. Some team members thrive in pressure situations and others struggle. It is critical for a manager to know their team well and what role each person will play. I don’t mean technical/ work task role but what “team role” will each person take to help the team through this time. Some people will want to play a nurturing role, others will just want to focus on the work and some will want structured communications and “check ins” Know your team and know how they will support the change.

Stress in the workplace in inevitable. It is how the teams handle the stress that will decide success or failure. Taking the time to understand the individuals that make up the team can provide managers with the perspective they need to be able to help the team manage stressors. Just as important is that managers also need to understand their own stressors so they can be more resilient to the challenges and stresses the workplace can create to help the team through challenges.

Some stress at work can be helpful to performance, as it keeps us motivated and engaged. For managers it is important to monitor when stress tips over from helping to hindering our teams. Some key things to ask are: 1) Are the sources of stress acute or prolonged? If there is an emergency that needs to be dealt with it can be stressful in the moment, but give a sense of teamwork and accomplishment, provided there is recovery time afterward. But if the entire job is dealing with acute issue after issue with no recovery time, your team are likely to burn out. 2) Are the sources of stress linked to achieving something purposeful? We are far more resilient to challenges when we are working towards a bigger goal.

eam managers play a pivotal role in fostering a healthy work environment and supporting employees in managing stress. Firstly, promoting open communication is crucial. Managers should encourage team members to express their concerns and share any challenges they may be facing. Regular check-ins, both formal and informal, can provide opportunities for employees to discuss workload, deadlines, and potential stressors. Additionally, managers can collaborate with HR to implement stress management workshops or programs, equipping employees with tools and techniques to cope with stress effectively.

We can first seek the sources of stress by asking people. Make them feel safe and not judged; create comfort. Gently encourage them in zones that they might see as 'dangerous' e.g. is there something as a manager I could do differently to ease the stress on you? An authentic dialogue does help get many inputs; a few may however get missed out due to reasons like - internal barrier (eg I feel I am not good enough for this job. Sharing this would destroy any respect others have for me.) - lack of awareness (it's in my unconscious zone - so not able to articulate it) - social desirability (eg I feel bullied by a person but don't want to be seen as a tattletale) Careful observation of behaviors can provide additional inputs.

When goals are aligned with an individual's skills and interests, it not only boosts their confidence but also their investment in the work. Autonomy plays a crucial role here. Allowing employees to have a say in their goal-setting process not only tailors objectives to their strengths but also fosters a sense of ownership and responsibility. Regular, constructive feedback ensures they stay on track and feel supported in their journey. And of course, recognizing and celebrating achievements is key to maintaining high morale and motivation. This approach not only reduces stress but also cultivates a culture of growth and achievement.

Clearly defined goals provide employees with a sense of purpose and direction. Knowing what is expected of them helps in focusing their efforts and aligning toward achieving specific outcomes.

Stress can be a result of feeling overwhelmed at work. At times, goals cascade downwards, with not much scope to negotiate on the 'what'. One can explore freedom on the axes of 'how' and 'when'. It can also be stressful if they are navigating unchartered terrain e.g. a new product or service or market with multiple unknown variables. As a manager, consider creating brainstorming forums to jointly find solutions as well as re-calibrate the goals along the journey. Review if there are drastic goal-competency misalignments and correct them. Establish a simple system of periodic progress review that is not just non-threatening, but also supportive so that they are not set up to fail.

Healthy employees are not only less stressed but also more engaged and energetic. Promoting a culture of wellness goes beyond mere recommendations; it involves actively providing resources and opportunities that make healthy choices easier. This could include offering flexible hours to accommodate exercise, providing healthy snacks at the office, or even subsidies for gym memberships. Organizing team activities that focus on wellness and fun can significantly boost team morale and foster a sense of community. Offering access to mental health resources like counseling or mindfulness sessions demonstrates a commitment to the overall well-being of your employees.

As a team manager, it is crucial to actively shape your team's stress dynamics by embodying positive behavior. This involves not just advocating but living out the principles of healthy habits, self-care, and resilience. Refrain from micromanaging, overloading, or criticizing your team members; rather, focus on empowering, supporting, and expressing genuine appreciation for their contributions. By being a living example of the values you promote, you cultivate an environment where your employees are inspired to emulate these positive behaviors, fostering a culture marked by trust, respect, and seamless collaboration.

In one of the teams that I was coaching, if there was a client escalation, there were two problems to be solved - the real issue and the manager's panicked rant. One of the biggest causes of stress is dysfunctional behaviors by the boss e.g. first fixing the blame before problem-solving, making the situation seem like a life-and-death scenario, scaring/threatening the team with possible dire consequences etc. The manager's state of mind and actions have a disproportionately high impact on the team. Even if it is a bad situation, 1. choose your words carefully, make them more neutral - don't add to the 'freakout score' 2. watch your tone - avoid being snappy or sarcastic 3. be aware of your body language - is it comforting or scary?

En mi experiencia estas son tres acciones que puedes implementar: 1. La habilidad de delegación es esencial en el manejo del estrés. Delegar tiene tres fases. La primera “yo hago y tú observas”, la segunda “tú haces y yo observo”, y la tercera “tú haces”. Creer que puedes hacer todo tú solo/a elevará sustancialmente tus niveles de estrés laboral. 2. Revisar las cargas de trabajo. Hacer un análisis de cómo emplean el tiempo tus colaboradores te ayudará a encontrar brechas en habilidades y conocimientos, que al cerrarlas les hará más eficientes ayudándoles a disminuir el estrés. 3. Entrenar a las personas en gestión del tiempo disminuye el estrés en el trabajo al sentir que sí tienes tiempo, si eres organizado y priorizas tus actividades.

Feedback is a powerful tool that can help reduce stress in a project setting. When provided effectively, feedback serves to guide and support team members, contributing to improved performance and overall well-being.

Miscommunications and misunderstandings can contribute to stress. Feedback provides an opportunity to correct any misconceptions or clarify information, ensuring that everyone is on the same page and working towards common goals.

These methods are key for managers to effectively assist employees in managing stress. Provide training in emotional intelligence. Enhancing awareness of one's own and others' emotions can lead to better stress management and improved workplace relationships. Foster a supportive work environment that encourages open dialogue about stress and challenges. This approach helps in identifying stressors early and creating a collective support system. Implement mindfulness and resilience-building practices. These strategies can enhance employees' ability to cope with stress, improving overall well-being and productivity.