Your team is struggling with stress management. How can you help them cope?

To help my team cope with stress, I would initiate open discussions to understand individual challenges and concerns. Implementing stress-relief strategies such as mindfulness exercises, regular breaks, or flexible work arrangements can provide immediate relief. Offering resources like counseling services or workshops on stress management techniques empowers team members with tools to effectively cope. Encouraging a supportive and empathetic work culture where team members feel comfortable seeking help and supporting each other is crucial. Additionally, leading by example by practicing self-care and maintaining a healthy work-life balance sets a positive tone and reinforces the importance of prioritizing mental well-being.

When working in a team, stress is bound to occur when there is a deadline approaching. Team building sessions are a key solution to burst the stress and apart from this weekly check ins on their mental health and appreciation goodies can be provided to the team members to keep them motivated. Even a single appreciation note is at times enough to keep the team motivated. We just have to take the single step by keeping our ego aside and not hurting the team in any manner.

Communication is key, but also workplace culture. Find out what the issues are for your team. This is likely to include stresses inside and outside of work and all of this makes up who they are. Your workplace culture will determine if the team feel comfortable telling you and whether you get honest answers.

Address workload issues: Monitor workload distribution and address any imbalances or excessive workloads that may contribute to stress. Consider redistributing tasks, adjusting deadlines, or hiring additional support if necessary to lighten the load.

 I have come to understand that there are many situations which individuals can find stressful, and many ways in which people experience stress. For some it’s a feeling of anxiety, a kind of nervousness. For others, it’s primarily a kind of agitation. Yet for others it’s a feeling of not being able to cope. Individuals have quite different interpretations of the word “stress” and experience individual emotions and inner feelings when stressed. The situations, the sensitivities and the particulars of the individual's’ symptom patterns are the key to finding the best solution for someone.

Para reducir los factores estresantes hay que comunicarse de forma inteligente. Para eso tenemos que estar consciente de: 1. Al comunicarnos, expresar claramente como nos sentimos 2. Para lo mismo, es importante que seamos capaces de diferenciar las emociones, sensaciones y sentimientos 3. Entendiendo que los mismos vienen en muchos matices e intensidades Cuando escuchamos una sinfonía puedes darte cuenta de que el tiempo baja o sube. 1. Que la intensidad baja o sube 2. Que los elementos que integran cada nota musical pueden resultar delicados y sensibles o apasionados y fuertes 3. O suaves y bajos. O abruptos y vigorosos 4. Hay una enorme gama Lo mismo sucede con tus emociones. Estas no son limitadas como las notas de un toque de corneta.

Meiner Erfahrung nach ist die Kommunikation innerhalb des Teams und mit der Führungsebene entscheidend, ob und wie Stressoren behandelt werden. Eine angemessene Feedbackkultur und gute Schulungen im Bereich Umgang mit Konflikten und Mediation, insbesondere für die Multiplikatoren, die Führungskräfte, haben sich dazu bewährt. Ein Mitarbeiter, der sich wohl und wertgeschätzt fühlt, leistet bessere Arbeit und verhält sich auch loyaler.

Bei ein und der selben Belastung bei 2 Personen, ist das Empfinden bereits verschieden, also hoch individuell. Wie ist es dann erst im Team? Also was ist die Lösung: 1. Nein - ein wichtiges Wort und für viele eine ganz große Übung. 2. Reflektieren: z. Bsp. wo bin ich anfällig, wie signalisiert mir mein Körper, dass ich auf Stressmodus laufe, usw. 3. Momente der Stille im Alltag, d. h. am Arbeitsplatz, unterwegs usw. einbauen. 4. Techniken einüben, die das Nervensystem beruhigen. 5. Mindset, also die eigenen Gedanken und Selbstbild beobachten, Fazit: Das ganze geschieht nicht von heute auf morgen. Es bedarf professioneller Begleitung. Schlussendlich kann ich meiner Verantwortung für mein eigenes Stresserleben nicht entfliehen.

I would stress that regular healthy meals and also drinking waters and tea should be part of a daily routine. To be "all over the place" with distractions, noise, different media-channels can be very unhealthy. So silence, as far as it is possible, before during and after the work is very good. Sometimes people do not like it so one can work with different sounds or sources of music to enhance wellbeing and creativity. All activities that bring more peace, well-being and focus can be put attended to, but it remains part of an individual choice which "technique" is most appreciated. Sometimes it only takes a few minutes to change perception and concentration for the better.

Encourage Breaks: Encourage your team members to take regular breaks throughout the day to recharge and refresh their minds. Encourage them to step away from their desks, go for a short walk, or engage in activities they enjoy to alleviate stress.Foster Open Communication: Create a supportive environment where team members feel comfortable discussing their stressors and asking for help when needed. Encourage open communication, active listening, and empathy among team members to create a sense of belonging.Set clear boundaries around work hours and discourage overworking. Provide Resources: Provide counselling services for those who may need support.Lead by Example: As a leader, mood is contagious so make sure yours is worth catching 😀

One thing I'd suggest is to focus on just one task at a time. It can get stressful if you think too much about having a lot of work. If you pick an achievable task and work through that first, you get a sense of achievement and your to-do list becomes smaller each time. To reduce the feeling of stress, deep breathing is a great approach for soothing the nervous system. Some people say if you're not going to remember an issue in a year's time then it's not worth stressing over.

Hay muchas empresas que contratan el servicio de especialistas en estrés para darles entrenamientos y capacitación continuos a su personal. Esto es una excelente forma de mantener al personal actualizado de todas las técnicas que pueden ayudarlo a mantener su estrés a raya. Un buen líder entiende la importancia de la salud emocional de sus empleados.

According to Prof. Rothman et al 2015👉 “One approach to transforming new behaviors into strong habits involves facilitating the repetition of the desired behavior in a stable context (Danner, Aarts, & de Vries, 2007). For example, when people perform a behavior repeatedly in the same context (e.g., taking a walk after dinner), over time it becomes sufficiently automated to be performed without thinking (Lally, Van Jaarsveld, Potts, & Wardle, 2010). Although the number of repetitions necessary to instill a habit can vary considerably, once it is formed, people can rely on the well-practiced behavior to protect them when they are distracted (Labrecque, Wood, Neal, & Harrington, 2015) or their willpower is low (Neal, Wood, & Drolet, 2013).”

Una manera muy sencilla de "hacerle el día" a una persona y ayudarlo a que su cuerpo libere endorfinas es mostrar nuestro agradecimiento sincero a esa persona de tu equipo. A través de unas palabras con un pequeño detalle (una tarjeta, una flor, etc.) Esto es un arma de doble filo: 1. La persona que lo recibe se siente valorada, siente que su trabajo y esfuerzo es visto. 2. Como líder de equipo muestras tu humanidad reconociendo lo que alguien de tu equipo está haciendo bien. Además, tu equipo también se alegra, pues saben que en algún momento, les tocará su turno. Una situación ganar- ganar.

Cultivating a culture of active listening within your team is essential. Engaging in therapy can enhance this skill, as it often leads to internalising the therapist's empathetic abilities. Over time, these skills can become second nature, allowing you to apply them unconsciously in daily workplace scenarios relevant to leadership. This process benefits individual leaders and strengthens the entire team's capacity for empathy, understanding, and effective communication.

Research Heading 👉The Exchange of Emotional Support With Age and Its Relationship With Emotional Well-Being by Age By Prof. Corey L M Keyes 2002 “1️⃣Emotional support is a desirable quality that can produce in recipients and providers a sense of attachment (e.g., comforting and intimacy), belonging and alliance with others, guidance and reassurance of one's worth (Mancini & Blieszner, 1992; Weiss, 1969, 1974),2️⃣ and purpose and social contribution (Cutrona & Russell, 1987; Keyes & Ryff, 1998; Rook & Ituarte, 1999). 3️⃣ Low levels of emotional support may create loneliness, anxiety, uncertainty, a sense that life is meaningless (Rook, 1987; Weiss, 1974), 4️⃣and vulnerability to stress (Stroebe & Stroebe, 1995).” ES helps reassurance.

Be available to listen to your team members' concerns and offer support and guidance when needed. Let them know that you're there to help them navigate challenges and find solutions to alleviate stress.

I'd like to add a simple & effective practice that works anywhere, especially in a busy work place. Take 5-10 minutes to stop what you are doing. Close your eyes, go inward for a quick mind body check in. Notice how you feel; name it, clear it w/ 3 deep breaths, ask yourself what you need to continue the task at hand, (clarity, support, information, etc) then say the words 'Thank You' as if you received exactly that. This creates a shift & changes the stress patterns neurologically.

I have always found that emotional support is very important. When I worked as a customer service manager at a busy branch of TD Bank I would hold regular meetings with my team, as well as one-on-one sessions, to take the opportunity to find out how my team members were feeling. Simply listening and acknowledging there concerns would always go a long way. As they felt heard and understood, it would reduce their stress, and help them to enjoy their work more.

Os dejo unas claves que pueden ayudar a prevenir estados de estrés: &Metas y objetivos razonables, deben seguir el formato SMART. &Adecuación perfil-puesto. &Reconocimiento y recompensa en el trabajo. &Participación y empoderamiento, es decir, crear un ambiente en el que la gente tiene un impacto en las decisiones y acciones que afectan su trabajo y a los empleados. &Gestión y prevención del conflicto fomentando la inteligencia emocional y la asertividad. &Un buen plan de desarrollo. &Fomentar un ambiente de confianza en el equipo que promueva relaciones laborales positivas. &Horarios flexibles y conciliación. &Liderazgo humanista, de impacto.

I would honestly say to address all of the options listed. Removing the stressful situation is very important, providing support, relief, and a peaceful resolution. Grounding and centering as well. Emotional, and spiritual support.

One thing I have experienced that Layality and attachment with your team always given positive results. The leader or manager of team should know very well about the family of your team, their interests, needs, problems and requirements.

For the last three years I've been using small (1.2 mm) magnetic beads placed on the posterior third of the triangular fossa of the ear. They're held in place by flesh toned surgical tape and usually last for a week or more. It is an acupuncture point called Shen Men or Heart gate. Have had excellent results. It can level ones mood, reduce anxiety and support relaxation. They're safe, effective and inexpensive. AND, without mind numbing medication! I'm actually doing a 3 month pilot study in my town now on volunteers who have all kinds of stress. Looking forward to tabulating the results.