Stress is inevitable in any team, especially when facing tight deadlines, complex challenges, or high expectations. However, too much stress can affect your team's performance, morale, and well-being. As a team leader, you need to know how to manage stress in your team and help them cope with it effectively. Here are some tips to do that.
The first step to manage stress in your team is to identify what causes it. You can do this by observing your team's behavior, asking for feedback, or conducting surveys. Some common sources of stress are unclear goals, conflicting priorities, lack of resources, poor communication, or unrealistic demands. Once you know the sources of stress, you can work on addressing them or reducing their impact.
Start by getting to know your team. Who they are and their work style or preferences so you can understand their individual needs, skills and goals. Create a safe space for open and honest discussion with your team members. Consider setting aside time each week to check in with your team, individually, if possible. Even in 15 minutes, you can learn a lot. Listen actively, take notes and highlight items for follow up. Acknowledge priorities and possible sources of stress from a place of transparency and honesty. Support priority setting and be able to assist in breaking down/taking away unnecessary job tasks. Follow up with issues as appropriately or seek to find solutions with your team. Share any insights or findings with your team.
The importance of identifying stress is to develop a trusting relationship and to create regular check ins, not just when you believe you identified a team member is stressed. To build trust, ask your team how they are doing and what they need help with. Learn their spouse's name and ask how their kids are doing. When you know the information about your team, it is easier to check in on areas that can create stress and monitor accordingly.
The second step to manage stress in your team is to provide them with support and guidance. You can do this by listening to their concerns, acknowledging their efforts, offering solutions, or referring them to professional help if needed. You can also encourage them to seek support from each other, such as by forming peer groups, mentoring relationships, or buddy systems. By showing that you care and that they are not alone, you can boost their confidence and resilience.
The third step to manage stress in your team is to promote a positive culture. You can do this by setting realistic and achievable goals, celebrating successes, giving constructive feedback, or rewarding good performance. You can also foster a culture of trust, respect, and collaboration, where your team members can express their opinions, share their ideas, or resolve conflicts constructively. By creating a positive and supportive environment, you can enhance your team's motivation and engagement.
The fourth step to manage stress in your team is to encourage them to adopt healthy habits. You can do this by modeling good practices, such as taking breaks, exercising, sleeping well, or eating well. You can also provide them with resources, such as wellness programs, flexible schedules, or ergonomic equipment. By helping them to take care of their physical and mental health, you can prevent burnout and improve their productivity.
The fifth step to manage stress in your team is to help them develop stress management skills. You can do this by providing them with training, coaching, or workshops on topics such as time management, problem-solving, emotional intelligence, or mindfulness. You can also encourage them to use techniques, such as breathing exercises, relaxation methods, or positive affirmations. By teaching them how to cope with stress, you can empower them to handle challenges and opportunities.
The sixth step to manage stress in your team is to monitor and evaluate the effectiveness of your actions. You can do this by measuring indicators, such as absenteeism, turnover, performance, or satisfaction. You can also collect feedback, such as by conducting interviews, focus groups, or surveys. By reviewing the results, you can identify what works and what doesn't, and make adjustments accordingly.
I usually encourage my team to normalize taking a day or 2 for mental health when they feel like they are not copying. No matter how dedicated you are, sooner or later your body will tell you when you need a break. Constant individual check ins are also key to know how your team is doing.