Workplace stress experts share five ways managers can support their teams better

Workplace wellbeing has become an increasingly prominent part of broader conversations about health — and for good reason. Most working adults spend a significant proportion of their waking hours at the office, and the habits they form there shape how they live beyond it. Daily routines are often structured around deadlines, communication demands, and performance expectations, leaving little room to pause.

Amongst the pressures employees face, stress is one of the most pervasive. Constantly pushing to meet demands, responding to emails outside hours, and taking on more than is realistically manageable can all appear, on the surface, to be indicators of diligence.

Over time, however, they can reflect an absence of healthy limits. When work encroaches on personal life, the result can be chronic stress, emotional exhaustion, disrupted sleep, and burnout.

To explore how employees and managers can address this, HT Lifestyle spoke to experts who shared their views on the value of healthy boundaries in the workplace and the practical steps managers can take to ease pressure during demanding periods.

Why boundaries matter at work

Setting limits at work is not a signal of poor dedication or a reluctance to collaborate. Roshni Sondhi Abbi, clinical psychologist at Adayu Mindfulness, Fortis Healthcare in Gurugram, explained that clear boundaries actively help to reduce chronic stress and burnout by enabling employees to manage their workload, time, availability, and emotional resources more realistically.

She also noted that healthy boundaries can enhance work-life balance, as employees who communicate their limits are better placed to take necessary breaks and sustain their health and productivity. Boundaries also give employees a greater sense of control over their work, reducing feelings of helplessness and overwhelm.

"From a psychological perspective, boundaries also promote a sense of autonomy and control, which are protective factors for mental health. Employees who are able to communicate their limits assertively and respectfully are often better equipped to sustain performance, maintain healthy workplace relationships, and prevent resentment or disengagement."

Boundaries also lessen emotional distance from the workplace, improving retention and fostering healthier relationships with both colleagues and managers. Many employees are reluctant to assert limits, but Abbi's guidance makes clear why doing so is in their best interest.

The role managers must play

Stress management at work cannot rest on employees alone. For boundaries to be effective, managers must actively support and respect them.

During high-pressure periods — such as quarterly targets, client deadlines, or organisational restructuring — employees often find it harder to step back or communicate their limits. This is precisely when supportive leadership becomes most valuable.

Dr Vikram Vora, Medical Director at International SOS, offered practical insight into what is at stake.

"While some degree of stress can enhance performance (eustress), sustained pressure without support inevitably does lead to exhaustion, burnout, disengagement, and productivity loss."

He emphasised that how employees respond during demanding periods is directly influenced by the behaviour of their managers, and that when employees feel supported and valued, they are capable of meeting any challenge — which in turn sustains business success and organisational resilience.

Five ways managers can reduce employee stress

Dr Vora outlined five key approaches managers can take during high-pressure periods.

1. Prioritise clearly

• Define the top two or three priorities for the team.
• Remove non-essential tasks from daily lists.
• Communicate clearly what can be deferred.
• Clarity reduces decision fatigue and helps employees focus on what genuinely matters.

2. Acknowledge stress and normalise conversation about it

• Ask direct but empathetic questions such as "What's feeling most overwhelming right now?"
• Acknowledge pressure openly in team meetings.
• Share personal coping strategies without oversharing.
• When stress becomes a shared reality, the team grows more resilient.

3. Promote short breaks during the day

• Encourage brief pauses during meetings.
• Avoid scheduling back-to-back meetings wherever possible.
• Build in "focus pauses" of five to ten minutes to help employees reset cognitive function and improve decision-making.

4. Avoid rigid ways of working

Allow flexible working hours during peak periods.

• Support hybrid or remote arrangements.
• Adjust deadlines where justified and feasible.

5. Recognise effort, not just results

• Acknowledge hard work and persistence.
• Highlight small wins and steady progress.
• Offer timely, specific appreciation for ongoing contributions.

Dr Vora concluded by noting that recognition acts as a buffer against stress, reinforcing employees' sense of purpose and their feeling of being valued. High-pressure situations, he observed, are as much a test of leadership effectiveness as they are of employee effort.

Note to readers: This article is for informational purposes only and not a substitute for professional medical advice. Always seek the advice of your doctor with any questions about a medical condition.