Managing Stress In Team Settings

Let’s face it - current headlines spell a recipe for employee stress. Raging inflation, recession worries, international strife, social justice issues, and overall uncertainty pile onto already full work plates. As business leaders, keeping teams motivated despite swirling fears matters more than ever. Here are 5 strategies I lean into to curb burnout and boost morale during turbulent times: 1. Overcommunicate Context and Vision: Proactively address concerns through radical transparency and big picture framing. Our SOP is to hold quarterly all hands and monthly meetings grouped by level cohort and ramp up fireside chats and written memos when there are big changes happening. 2. Enable Flexibility and Choice: Where Possible Empower work-life balance and self-care priorities based on individuals’ needs. This includes our remote work policy and implementing employee engagement tools like Lattice to track feedback loops. 3. Spotlight Impact Through Community Stories: Connect employees to end customers and purpose beyond daily tasks. We leveled up on this over the past 2 years. We provide paid volunteer days to our employees and our People Operations team actively connects our employees with opportunities in their region or remotely to get involved monthly. Recently we added highlighting the social impact by our employees into our internal communications plan. 4. Incentivize Cross-Collaboration: Reduce silos by rewarding team-wide contributions outside core roles. We’ve increased cross team retreats and trainings to spark fresh connections as our employee base grows. 5. Celebrate the Humanity: Profile your employee’s talents beyond work through content spotlight segments. We can’t control the market we operate in, but as leaders we can make an impact on how we foster better collaboration to tackle the headwinds. Keeping spirits and productivity intact requires acknowledging modern anxieties directly while sustaining focus on goals ahead. Reminding your teams why the work matters and that they are valued beyond output unlocks loyalty despite swirling worries. What tactics succeeded at boosting team morale and preventing burnout spikes within your company amidst current volatility?

The most powerful leadership insight I've gained didn't come from an MBA program or executive retreat. It came from observing how transformative positivity can be in high-pressure environments. Last year, I led a team facing impossible deadlines, budget cuts, and market uncertainty. The conventional leadership approach? Push harder. Demand more. Focus on metrics. Instead, I experimented with what I call "strategic positivity"—not blind optimism, but deliberately cultivating connection, empathy, and psychological safety. 𝗧𝗵𝗿𝗲𝗲 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝗹𝗲𝘀𝘀𝗼𝗻𝘀 𝗲𝗺𝗲𝗿𝗴𝗲𝗱: 𝗟𝗲𝘀𝘀𝗼𝗻 #𝟭: Empathy accelerates execution When we started meetings by checking in on people as humans—not just resources—psychological safety increased. This led to more honest problem-solving and fewer hidden roadblocks. Application: Create structured space for human connection before diving into tasks. 𝗟𝗲𝘀𝘀𝗼𝗻 #𝟮: Unity creates decision velocity By aligning on shared values—not just objectives—we made complex decisions 3x faster because we trusted each other's intentions. Application: Invest time articulating team values that go beyond corporate speak. 𝗟𝗲𝘀𝘀𝗼𝗻 #𝟯: Positive cultures attract top talent Our team became a talent magnet in a difficult hiring market—not because we offered the highest compensation, but because word spread about our supportive environment. Application: Make culture visible through consistent practices, not just slogans. The results surprised even me: • 32% increase in team productivity • Zero turnover during a period of high industry attrition • Recognition from senior leadership as a model team The data is clear: positivity isn't just a nice-to-have—it's a strategic advantage in competitive environments. What's one small practice you've implemented that builds more positivity in your professional environment? ✍️ Your insights can make a difference! ♻️ Share this post if it speaks to you, and follow me for more.

A yoga mat ain’t going to cut it. People are stressed out. And according to Gallup’s latest report 41% of employees report experiencing “a lot of stress.” And it doesn’t matter how many mindfulness apps you throw at it, they’re not going to fix poor management or the fact that people don’t have what they need to get their jobs done. There isn't a one-size-fits all solution to reducing stress, as it can vary depending on how an organisation is setup and how people get stuff done on a daily basis. But with us spending an estimated 90,000 hours at work over a lifetime, we need some series stress-busting strategies to shift these worrying statistics. So, where to start? From our extensive research and experience with over 100 organisations, we've identified the following core principles that need to be in place for people to feel engaged, motivated and happy in their work. They are: 1️⃣ Alignment: Clearly defined purpose, values and strategic goals embedded across the employee experience. 2️⃣ Appreciation: Regular recognition of individual and team contributions through meaningful praise, gratitude, and rewards. 3️⃣ Belonging: A deep sense of acceptance, celebrating diversity and providing equal access to opportunities and resources. 4️⃣ Communication: Consistent communication with documented rituals and processes for timely and accessible information transfer. 5️⃣ Empowerment: Support, systems, structure, and tools that enable teams and individuals to be productive, make decisions, and work autonomously. 6️⃣ Flexibility: Choice and adaptability in work methods to accommodate individual needs and optimise productivity. 7️⃣ Growth mindset: A shared belief that individuals can grow and improve their skills through hard work, testing new ideas, and sharing learning opportunities. 8️⃣ Play: Regular opportunities for fun and creative activities with peers to facilitate social connections and trust. 9️⃣ Psychological safety: A belief that people won’t be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. 🔟 Wellbeing: Prioritising physical, emotional, social, environmental, intellectual, and financial health. So it's time to pop the yoga mats away, and think about how you can start to reinforce these these principles into your daily practices, and create a workplace where people feel seen, valued and supported. Got some stress-busting strategies to share? Let us know in the comments so that we can collectively design kinder, fairer, better designed companies. Not sure where to get started? We’ve got stacks of resources over on our journal pages, check out the links in the comments 👇 #CompanyCulture #EmployeeEngagement #Wellbeing

We've all seen them: those generic work excuse notes. Here's the thing: they often fall short of what employees truly need. What if we offered more than just a piece of paper? Here's how companies can truly support their teams facing life challenges: ⚫ Family Loss: Going through a loss? A few days off isn't enough. Offer extended leave and a flexible return plan to ease the transition back to work. ⚫ Miscarriage: This isn't just a physical issue. Provide generous leave, access to grief counseling, and understanding during this difficult time. ⚫ Child's Hospitalization: Medical bills don't disappear with a get-well card. Consider extending healthcare support and covering unexpected costs. ⚫ Chronic Illness: "Feel better" just doesn't cut it. Offer ongoing adjustments to work roles and schedules to create a sustainable work environment for employees with chronic health conditions. ⚫ Financial Stress: Financial worries are a heavy burden. Explore emergency financial assistance and flexible pay options to alleviate some of the pressure. ⚫ Burnout: A quick break isn't a solution. Offer mandatory time off, access to wellness resources, and address the root causes of burnout to prevent future issues. ⚫ Workplace Bullying: Policies are a start, but take action! Enforce strict anti-bullying rules to create a safe and respectful work environment. ⚫ Returning Parents: Re-entry is hard. Support them with a gradual return schedule and flexible hours to help them adjust. ⚫ Injury Recovery: Focus on security, not just recovery. Protect their job and adjust duties as needed to ensure a smooth return to work. ⚫ Caring for a Sick Child: Shouldn't be a choice between family and work. Offer guaranteed leave with job security to alleviate stress and allow them to focus on their child's well-being. ⚫ Eldercare: Taking care of aging parents takes time. Show flexibility and understanding towards their eldercare responsibilities. ⚫ Mental Exhaustion: Rest isn't enough. Offer structured mental health breaks and support programs to manage stress and promote emotional well-being. ⚫ Personal Trauma: Healing requires support. Provide access to professional therapists and recovery groups to help employees navigate difficult experiences. ⚫ Disability Needs: Accessibility is more than ramps. Regularly assess and adjust the workspace to meet individual needs and ensure everyone can thrive. ⚫ Workplace Safety: Safety isn't an afterthought. Implement and enforce strong safety measures to prevent injuries in the first place. We can do better than shuffling paperwork. Let's stand by our teams, not just oversee them. By prioritizing employee well-being over policies, we create a win-win situation for everyone. A happy, healthy, and supported workforce is a productive and successful workforce. What are your thoughts on supporting employees through life challenges? Share your experiences in the comments! #empathy #worklifebalance

1 in 4 employees report experiencing highly toxic workplace behaviour. Here’s how we combat it: I run 3 agencies—Social Beat, Influencer.in, and D2Scale—which employ 300 team members, and I know first-hand how critical it is to address burnout. But here's the thing: most companies approach burnout all wrong. They treat it as an individual problem, throwing wellness programmes and resilience training at the team. Yet, the real solution lies in systemic change in the organisation. A recent survey across 15 countries revealed that toxic workplace behaviour is the single largest predictor of burnout symptoms and intent to leave. So, what's a leader to do? Well, simply having your team "yoga their way out" won't cut it. We need a holistic, top-down approach that addresses the root causes. Here's a 4-step playbook I follow to combat burnout in my agencies: 1) Detoxify the workplace: Identifying and eliminating toxic behaviours like harassment, discrimination, and unrealistic demands is step one. Create a safe, inclusive environment where people can thrive. Give the team an opportunity to voice this out if it's not going in the right direction. 2) Redesign work: Assess job demands, workloads, and processes. Align them with sustainable practices that encourage growth, learning, and work-life harmony. Often this may mean re-setting expectations with clients. 3) Upskill leaders: Invest in training programmes that equip managers with the tools to encourage adaptability, resilience, and psychological safety within their teams. 4) Embed well-being: Weave mental health support into your culture. From team assistance programmes to mental health days, make well-being a strategic priority, not an afterthought. Even the extra holiday during Diwali or New Year can make all the difference. We also use YourDOST as a partner when someone in the team needs to have a chat. The key? Addressing burnout systemically, not just symptomatically. By prioritising a healthy, sustainable work environment, we can ignite a ripple effect of positivity that reverberates through our teams and bottom lines. What changes have you seen your organisation implement to effectively combat team member burnout? P.S. We call everyone a team member, rather than an employee. The change starts with this thought

Yoga, meditation, pizza parties, and smoothie bars often get a bad rap—or become easy scapegoats—for ineffective wellness strategies. But these activities can support well-being when used alongside deeper organizational efforts. Real change only happens when organizations tackle the core drivers of burnout and embed well-being into their core values and culture. This includes: • Fair workloads and staffing levels to prevent chronic overwork • Clear roles and expectations to reduce confusion and stress • Psychological safety so employees feel comfortable speaking up • Supportive leadership that models healthy boundaries • Flexible schedules and work options where possible • Opportunities for career growth, learning, and personal development • Effective communication and alignment to reduce unnecessary stress • Access to mental health resources and peer support networks Sustainable and holistic well-being isn’t served by isolated activities or “wellness programs.” It requires building a culture of joy, purpose, and connection where people feel valued and empowered to thrive in their work and life. Have you seen organizational cultures that get this balance right? #JustOneHeart #Wellness #Leadership #Culture

When tensions run high and uncertainty clouds the workplace, how do you deliver critical feedback, hold high standards and support your team? In this week's newsletter, I share a simple but powerful framework inspired by David Yeager’s research. Yeager’s work on motivating young people is useful for managers of people of any age. Because when people feel anxious, uncertain, or vulnerable (as many employees do today), they aren't just reacting to what you say… they're trying to figure out if you believe in them. Traditional ways of giving feedback like fear-based warnings, the infamous "compliment sandwich," or overprotecting employees from hard truths often backfire. People either feel shamed, patronized, or disconnected. Instead, Yeager offers the “Mentor Mindset” where high standards + high support = trust + growth. When people are more reactive than usual, this method is key. The newsletter breaks down a four-step script you can use immediately: How to open conversations with transparency How to validate emotions without minimizing them How to frame challenges as surmountable and meaningful How to explicitly offer support and stay present If you’re managing through turbulence right now, I hope this gives you a practical and compassionate roadmap, and I cannot recommend Yeager’s book 10 to 25: The Science of Motivating Young People more highly. Also useful for parents of teens :) #Leadership #ManagerTips #EmotionalIntelligence #EmployeeExperience #GrowthMindset

Your stomach drops. Slack is on fire. This isn’t just a crisis—it’s the moment that makes you. Handling high-stakes moments isn’t a bonus skill. It’s 𝘵𝘩𝘦 leadership skill. Here’s what separates those who bounce back stronger from those who don’t: 1. Own the outcome → Use active language: “We deployed a change that caused the outage,” not “The system failed.” → Show up. Be visible. → Skip the explanations initially — lead with acknowledgment → Own the full impact, not just your part → Roll up your sleeves alongside the team → Ask “How can I help?” — not just “When will it be fixed?” 2. You’re communicating even when you’re not → Send regular updates, even if there’s little new info → Set clear expectations for the next update (and meet them) → Differentiate clearly between what you know and don’t → Be transparent about severity and impact 3. Don't let a good crisis go to waste → Document lessons while the experience is fresh → Share learnings beyond your immediate team → Turn insights into system improvements → Use the crisis to upgrade your playbooks These actions build something more valuable than a crisis-free record: Unshakable trust. Teams trust the leaders who show up. Stakeholders remember the ones who stay steady under pressure. Your toughest moments are your biggest opportunities for leadership growth. What’s one crisis that changed how you lead?

When burnout's the trigger. Your team's already in flames. Too often, companies treat mental health like a fire alarm. Something to address only when the flames are already burning. Employees are overworked and overwhelmed. Stress builds up silently until it turns into exhaustion. Performance drops, engagement fades, and before long people start leaving. And then businesses start looking for solutions. They roll out wellness initiatives, schedule workshops, and send emails about mental health awareness. But by then? The damage is already done. Well-being shouldn’t be an emergency response. The organisations that truly thrive are the ones that act before the fire starts. They don’t wait for burnout to spike before encouraging balance. They don’t wait for retention issues before creating a supportive culture. They don’t wait for employees to struggle before offering resources. Instead, they build workplaces where: ✅ Mental health support is ongoing and not just available in times of crisis. ✅ Workload expectations are sustainable so employees aren’t stretched too thin. ✅ Leaders model well-being so prioritising mental health is normalised. A proactive approach to well-being isn’t waiting for employees to ask for help. It’s creating a culture where they don’t have to. Because when employees feel supported from day one, they don’t just work better. They stay longer, contribute more, and help businesses grow. Is your company leading with well-being or just reacting to burnout?

Leaders: your team is burning out... here’s what you need to do about it It’s no secret that during tough economic times, teams are often asked to do more with less. Hiring freezes, budget cuts, and rapid technological uptake can quickly escalate into an overwhelming environment. As leaders, we have a responsibility to keep the wheels turning—but what is it costing your people? Here’s what to keep top of mind to create a psychosocially safe workplace: 1. Prioritise, Don’t Overload More tasks with fewer hands isn’t the solution. Your team needs focus, not overwhelm. Reassess workloads and strip back anything that’s not critical. If everything’s a priority, nothing really is. 2. Have Real Conversations Don’t just ask “how’s it going?”—dig deeper. Regular check-ins reveal the real pressure points, including personal life ones. Create a culture of feedback where your team feels safe to express concerns about their capacity, and other stress they may be feeling. 3. Empower Your Team to Say No A “yes” culture is a fast track to burnout. Encourage your team to push back when they’re at capacity. Set realistic expectations and model healthy boundaries by saying no when needed – I know, this one’s tricky! 4. Use Recovery Strategically Constant grind kills creativity and performance. Make recovery a non-negotiable part of your strategy. Build downtime into the workflow—whether it’s through breaks, quiet time, or mental health days. 5. Be Transparent Ambiguity creates more stress than the work itself. Be upfront about the challenges ahead. Keep communication open about the business landscape, so your team feels informed, not anxious. Protecting your team from burnout isn’t a luxury—it’s your obligation as a leader. Prioritise smart workload management, open dialogue, and recovery to build a resilient team that thrives, even under pressure. #Psychosocialhazards #Preventburnout #Leadership