Labour Day 2026: Expert Shares How Managers Can Reduce Employee Stress During High-Pressure Periods

Add as a preferred source on Google

Quarterly targets, client deadlines, organisational changes; in today's work environment, almost every period is high-pressure, turning it into the proverbial pressure-cooker situation. While some degree of stress can enhance performance (eustress), sustained pressure without support inevitably leads to exhaustion, burnout, disengagement, and productivity loss.

"How employees react and perform under these trying circumstances largely depends on their managers. Leadership behaviour often determines if the team will be a high-performing and resilient one or not," said Dr Vikram Vora, Medical Director, International SOS.

Photo Credit: Canva

On this International Labour Day, which is observed on May 1 every year, Dr Vora shared some measures that can help managers actively reduce employee stress when it matters most:

Be Clear About Your Priorities

"Not everything is urgent all the time. During high-pressure periods, one of the main reasons employee stress increases is unclear priorities from managers. When everything feels urgent, employees struggle to focus, leading to cognitive overload," said Dr Vora.

Ideally, managers should bring clarity and focus to their team's efforts by:

• Clearly defining the top 2 or 3 priorities.
• Eliminating non-essential items from the daily task lists.
• Communicating clearly what does not need immediate attention and can be deferred.

This clarity helps reduce decision fatigue and allows employees to use their energy in tasks that are truly important. In many cases, stress is not caused by workload alone, but by a mismatch of expectations.

Acknowledge stress and normalise speaking about it

Photo Credit: Canva

Employees often hesitate to speak up about stress, fearing it may be perceived as weakness or inefficiency. Managers can change this dynamic by creating psychological safety.

Simple actions include:

• Asking direct but empathetic questions: "What's feeling most overwhelming right now?"
• Acknowledging pressure openly in team meetings
• Sharing their own coping strategies (without oversharing)

When stress becomes a shared reality rather than a silent burden, teams become more resilient. Employees are more likely to seek support early, preventing escalation into burnout.

Promote short breaks during the day

"Sustained performance always requires periods of recovery between tasks. However, during busy times, employees often don't even get up from their workstations for hours. They skip breaks, extend beyond standard working hours, and compromise on sleep-this, in fact, negatively impacts productivity," added Dr Vora.

Managers should encourage employees by:

• Promoting short breaks between meetings
• Avoiding more than one back-to-back meeting whenever possible
• Encouraging "focus pauses" where the employee can relax and de-stress
• Even brief pauses (5-10 minutes) have been shown to reset cognitive functioning and improve decision-making.

Focus on getting the work done, not the 'how' it is done

Photo Credit: Canva

Non-flexible work methods add to stress, especially when employees are already overworked. Yes, outcomes are important, but flexibility in execution can significantly ease pressure.

As a manager, consider:

• Allowing flexible work hours during peak periods.
• Supporting hybrid or remote work.
• Adjusting deadlines when justified and if possible.

This approach shows trust and mutual respect for individuals in the team, struggling to meet work goals. Employees who feel trusted are more engaged and can manage stress better.

Efforts matter - not just outcomes

"In high-pressure environments, most managers often focus only on outcomes-whether it's achieving a target, closing a deal, or completing a milestone. In doing so, the sustained effort employees put in is often overlooked, leading to alienation and a decline in team morale," said Dr Vora.

Managers absolutely must:

• Acknowledge the hard work and persistence of team members.
• Talk about small wins and steady progress in positive terms.
• Offer timely, specific appreciation for ongoing work.

"Recognition serves as a buffer against stress. It reinforces an employee's sense of purpose and reminds them that contributions are valued throughout the work process and not only on achieving successful completion," emphasises Dr Vora.

Bottomline

Dr Vora concluded, "High-pressure situations test leadership effectiveness more than employee efforts. Managers who proactively reduce stress enhance performance, retention, and team spirit. One may never be able to eliminate pressure completely, but it is possible to ensure that it remains productive. When employees feel supported and valued, they become capable of rising to every work challenge and this helps organisations in sustaining business success and resilience."