The Manager’s Tightrope: Balancing Business Goals and Employee Well-Being (Without Losing Your Sanity)

When I was coming up in the technology space, I always feared being "the man". I had seen so many colleagues become management and immediately turn cold and from my perspective lose their soul. As I've grown into becoming a leader, I wanted to retain the parts that made me well me, and incorporate the hard parts of becoming a manager. I see being a manager is a bit like starring in your own workplace sitcom. One minute you’re the relatable main character, supporting your team through life’s ups and downs. The next, you’re the corporate overlord, enforcing deadlines like an unyielding villain. Striking the balance between what the organization needs and what your employees need mentally isn’t just tough—it’s a high-stakes juggling act where dropping a ball means stress, burnout, team mutiny or even you missing deadlines and loosing your job.

But don’t worry. I do believe that with the right approach, you can channel your inner Michael Scott (on a good day, of course) and lead with empathy while still getting the job done.

Step 1: Start with the Basics—Know Your People

Think of your team as characters in a sprawling ensemble cast. Each one brings their quirks, strengths, and struggles to the table. Your job is to know their arcs. Take the time to understand what makes them tick—both professionally and personally. Do they thrive under clear structure or prefer creative freedom? Are they balancing tough life circumstances? Knowing these things will help you tailor your management style to their needs.

Now this doesn’t mean oversharing or becoming their therapist. Keep it professional, but human. Ask open-ended questions like, “How are you managing things lately?” and you know actually listen, not hear but listen.

Step 2: Set Clear Expectations and Boundaries

Ever see an organization where no one knows the rules, and chaos ensues? Yeah, don’t let that be your team. Setting clear expectations upfront gives employees a solid framework to operate within, which can reduce stress and improve productivity.

But here’s the kicker: boundaries work both ways. Just as your employees need to know what’s expected of them, you also need to respect their limits. If someone is logging in late at night to meet deadlines, they’re burning fuel from a tank that might already be empty. Long-term success comes from balance, not burnout.

Step 3: Flexibility is Key, But Don’t Forget Structure

Good management is like building a house. You need a sturdy frame (structure) but enough flexibility to let the inhabitants make it their own. Maybe an employee is more productive working from 10 a.m. to 6 p.m. instead of the standard 9-to-5. Letting them tweak their schedule can boost morale and output without costing you anything.

That said, it's still important to keep the structure intact. Too much flexibility without accountability, and suddenly you’re running a chaotic group project with no final end goal.

Step 4: Mental Health Days Aren’t Just Buzzwords

Here’s my hot take: mental health isn’t “nice to have”—it’s critical to a teams long-term success. Offering flexibility for mental health days, fostering open conversations about stress, and being approachable about workloads aren’t just feel-good measures; they keep your team functional and productive.

But remember, there’s a fine line between supportive and overbearing. You don’t need to be the workplace equivalent of Ted Lasso handing out cookies every time someone sighs. The goal is to create a space where employees feel safe asking for help without fear of judgment or backlash.

Step 5: Balance Feedback and Recognition

Imagine playing a video game where every level is harder, and no one tells you what you’re if anything you are doing right or wrong. Frustrating, right? The same applies to your team. While constructive feedback is necessary, recognition is equally important, but just recognition alone is the solution.

Highlighting what someone is doing well can work wonders for their confidence and morale. Plus, it shows that you see them as more than just productivity machines. If the team crushed a project or a single member went above and beyond, call it out! It doesn’t always have to be a grand gesture; a simple “Great job!” can go a long way.

Step 6: Walk the Walk

Your team is watching you. If you’re pulling 12-hour days, responding to emails at midnight, and forgetting what a weekend feels like, guess what? That sets the tone for everyone else. Model the behavior you want to see—take breaks, respect work-life boundaries, and treat your own mental health seriously.

Now I will be the first to admit, I struggle on this one. My team knows I'm online sometimes late into the night, and sometimes I send messages or emails out so I don't forget later. Yet, when I do (as long as it isn't an emergency) I let them know to respond the next buisness day. This one is more of a goal for myself than anything, but some of the leaders I respect do and preach this method.

Step 7: Be Honest, but Respect Boundaries

Transparency builds trust, but being a manager sometimes feels like having the secrets of the universe locked in your briefcase. Employees appreciate honesty, but that doesn’t mean you can share every piece of confidential information. The trick is to strike a balance—be upfront about what you can share and acknowledge when certain things are off-limits.

I've noticed to many times where leaders are holding back information and everyone on the team knew it. They may not know what is not being shared but they knew it was something and that can erode trust and may make you think that you don't have their best interest in heart.

For example, if a big change is coming but you’re under strict orders to keep the details under wraps, don’t fake ignorance or sidestep questions. Instead, try something like, “I know there’s some uncertainty right now, and I promise to share what I can as soon as it’s appropriate.” It shows you respect your team enough to be direct while honoring your obligations to the organization.

This approach not only reinforces your integrity but also reassures employees that you’re not leaving them in the dark without good reason. After all, honesty, when paired with discretion, is a hallmark of great leadership.

Step 8: Don’t Forget the Humor

Finally, let’s not underestimate the power of a good laugh. Humor isn’t just a stress reliever—it’s a connector. Sharing a light-hearted moment or a meme that resonates with your team can break the tension and make you seem approachable. Just make sure the humor is workplace-appropriate (we’re aiming for “Parks and Rec” energy, not “The Office” cringe episodes).

I'm known on my teams for being quick with a funny meme in the chat from time to time, or make a joke at my expense for a quick laugh.

Finally

Being a good manager is tough, no question. Balancing organizational needs with employee well-being means making hard calls and occasionally playing bad cop. But by getting to know your team, setting clear expectations, and leading with empathy, you can create a work environment where people thrive—not just survive.

And hey, if all else fails, remember: the best managers are the ones who leave their teams better than they found them. So, sprinkle in some compassion, add a dash of structure, and always keep an eye out for opportunities to laugh along the way. Your mental health and your team will thank you.