Look, if you’re expecting another article about breathing exercises and desk yoga, you can exhale now.
We’re going to talk about workplace stress the way it actually exists – because in the real world, you may need more than “take a mindful moment” to fix stress and burnout in your team.
Today, we’re going to discuss fundamental shifts you can make in how you guide your team that will create real, long-lasting change.
The REAL Cost of Workplace Stress
Meet Sarah, your star performer who just called in sick. Again. Not because she’s training for a marathon or brewing kombucha (though that would be a nicer story), but because her stress levels have reached critical levels. Meanwhile, Mark’s been glaring at his screen as though it has offended him personally for the past hour.
The cost of workplace stress isn’t just in sick days and productivity loss. It’s in the gradual shift of watching your best people transform from “I love my job” to “I’m pursuing other opportunities” faster than you can say “workplace wellbeing initiative.”
Want a number that’ll make your coffee go cold? Poor mental health in the workplace costs UK businesses about £51 BILLION a year. And that’s just the measurable stuff. It doesn’t include the time and sanity cost of replacing Sarah with an equally high performer when she inevitably decides to become a yoga instructor in Bali.
Before your team hits the collective wall, here are the red flags you need to watch for:
The Physical Tell-Tales
- The person who never took sick days suddenly can’t make it through a week.
- Complaints about headaches, backaches, and “just feeling off” become normal.
- That one team member who seemed to naturally brighten up the office now can’t make it through the day without multiple cups of coffee.
The Behavioral Shifts
- Your chatty marketing expert becomes mysteriously quiet.
- The usually diplomatic team lead starts picking fights about font choices.
- Previously reliable people start missing deadlines (and making bizarre excuses).
The Team Dynamic Disasters
- Inside jokes begin to feel more like inside jabs.
- Collaboration becomes competition.
- Support turns into silence.
The Hidden Indicators Most Leaders Miss
- Increased perfectionism (yes, that can be a stress signal)
- Over-preparation for routine meetings
- The sudden disappearance of lunch breaks
So, What’s Actually Causing Your Team’s Stress?
Now, when I ask you this question, I can imagine the examples that come to mind.
That co-worker who thinks “URGENT!!!” is appropriate punctuation for asking about stapler preferences. Then, there’s the manager whose idea of work-life balance is answering emails while brushing their teeth. And let’s not forget the meeting enthusiast who schedules meetings to discuss the outcomes of previous meetings and future meetings.
But beyond these everyday joy-zappers, there’s some serious stress-manufacturing going on in many workplaces.
Leadership styles, and how well leaders can adapt their own leadership style to the needs of their team, play a crucial role here.
The ‘always-on’ culture, where leaders expect instant responses at all hours, creates a constant state of high alert. Micromanagement, though often well-intentioned, acts like a stress multiplier. And the opposite – completely hands-off leadership – can leave team members feeling unsupported and adrift.
Then there’s the post-pandemic changes. Remote and hybrid work have introduced entirely new stress dimensions. Video call fatigue is real, work-life boundaries are blurrier than ever, and many team members are still navigating this new normal while trying to maintain pre-pandemic productivity levels.
Understanding these stress triggers isn’t just about identifying problems: it’s about recognising where we can make meaningful changes. Because when you know what’s causing the pressure, you can start releasing the valve in the right places.
5 No-BS Ways to Manage Workplace Stress
1. Stop Having Meetings About Having Meetings
Not everything needs to be a meeting. I know, I know – how else will everyone know you’re being productive? The truth is, organising meetings for the sake of having meetings is a very notorious kind of procrastination.
How do you know if your meetings are productive or procrastination? Ask yourself if the meeting you’ve just had has moved the needle and made you and your team feel clear on what you need to do next to keep on succeeding.
If you don’t feel that way, that’s your sign that the meeting could probably have just been an email or a quick 5-minute chat.
As for how you can improve the efficiency of your meetings in the future, take some time to plan what tangible result you’d like to achieve as a result of the meeting you’re planning, and the steps you can take to make that happen.
And if you realise while doing that that the meeting you’re about to have would be a much better use of everyone’s time as an email, you’re doing something right.
2. Create Clear Boundaries
The traditional boundaries between professional and personal life have been muddied in recent times. While technology has enhanced our connectivity, it’s also created an always-on culture that contributes significantly to workplace stress.
Effective boundary management starts with clearly defined working hours and communication expectations. This means establishing when people are expected to be available and, more importantly, when they’re not.
Organisations need to create clear protocols for distinguishing between urgent and non-urgent matters, ensuring that “emergency” doesn’t become the default setting for every request.
3. Build a Support System That Works
Surface-level wellness initiatives aren’t enough anymore. Today’s workplace needs structured, multi-layered support systems that address various aspects of employee wellbeing. This means creating environments where support is woven into the fabric of daily operations.
Successful support systems combine professional development opportunities with mental health resources and clear career progression pathways.
Regular, confidential feedback channels ensure issues are addressed before they become problems. They need actual support, not just motivational quotes about teamwork featuring stock photos of people pointing at blank papers.
4. Master the Art of Priority Management
Priority management means focusing on allocating resources to high-impact activities and managing energy rather than just hours.
Successful priority management involves regular assessment and realignment of tasks based on their true importance. This might mean rethinking how work is distributed, when it’s performed, and how success is measured. Companies that embrace this approach have seen productivity.
5. Make Wellbeing More Than Just a Buzzword
Real workplace wellbeing goes far beyond fruit bowls and yoga classes.
Effective programs require a comprehensive approach that addresses both physical and psychological needs. This means creating environments where employees feel safe discussing challenges, where stress management is taught and practiced, and where healthy behaviours are modeled at every level of leadership.
Remember, implementing these strategies isn’t a one-time effort. It requires consistent attention and regular adjustment to ensure they continue meeting your organisation’s evolving needs. The key is creating sustainable systems that grow and adapt with your team.
Why Traditional Stress Management Advice Falls Short
Here’s why telling stressed people to “just relax” works about as well as telling a cat to fetch. It does not fix the root cause of the stress that your team is experiencing.
Meditation apps are great, but they’re not going to fix a toxic workplace culture. It’s like putting a Band-Aid on a broken arm. You see, there is one thing in particular that holds a lot of leaders back: taking real action. It doesn’t matter how much information you learn, if you don’t figure out how to put these lessons into action, rather than just talking the talk, your team won’t feel the benefits and will remain stressed.
You need to identify the problems at the core of the stress your team is experiencing and truly do the work to fix that, rather than attempting to lessen the symptoms of this stress. THAT is how you will drive real change.
What Managers Can Do Right Now (Besides Panic)
Want to spot stress before it becomes burnout? Start noticing when the team member who usually arrives early and raring to go starts arriving exactly on time (trust me, it’s a sign). Watch for the person who’s suddenly “fine” every time you ask how they’re doing.
Are you ready to actually do something about workplace stress? Start here:
- Have actual conversations (not just calendar invites).
- Take action (not just notes).
- Make changes (not just promises).
- Ask for help when you need it.
The Bottom Line on Workplace Stress
Look, we’re not going to eliminate workplace stress entirely. But we can make it manageable, maybe even productive sometimes.
The key is to stop pretending it’s not there or that it’ll fix itself with enough motivational posters. Take action, make changes, and for heaven’s sake, stop scheduling meetings to discuss the possibility of potentially considering future stress management strategies.
Ready to transform your workplace from stressed-out to standout?
Let’s talk about how One Degree can help you create a more resilient, productive team. Without a single trust fall exercise in sight.
Get in contact today, and let’s have a real conversation about how we can drive real change for you and your team.
We look forward to helping you realise your leadership potential!
