Leaders who recognize how stress affects people—both positively and negatively—are often better equipped to manage resilient, engaged teams.

Stress is usually viewed as a negative factor in the workplace, but it's actually a complex motivator that can sometimes be beneficial. The negative side, known as “distress,” can wear down employees, affecting their health, outlook, and productivity. Meanwhile, “eustress,” or positive stress, can actually help employees rise to challenges. Research shows that eustress can boost focus, motivation, and performance, making it a powerful tool when managed well.

Employees respond to stress differently; where one person may thrive under constant deadlines, another might find it exhausting. Rather than labeling a stressor itself as good or bad, managers can look at each person’s unique reaction to it—observing body language, energy levels, and effort to distinguish distress from eustress.

Studies show that employees who thrive in times of stress are often more engaged, resilient, and productive. Conversely, those who feel overwhelmed by stress tend to have lower motivation and are more likely to consider leaving their job. This underscores the importance of helping employees recognize and balance stress—maximizing the positive aspects while addressing the negative ones where possible.

Recognizing Stress in the Workplace

Each employee's ability to manage stress varies depending on factors like personality, disposition, and personal life circumstances. Past and present experiences, both at work and at home, influence how well individuals handle stress. The work environment itself also affects employees' ability to manage both positive and negative stressors.

Frequent check-ins can help leaders identify signs of stress before it becomes detrimental. Observing an employee’s body language, tone, engagement, and work quality can give valuable clues. When team members are under significant pressure, such as during product launches or major projects, leaders can help manage the blend of positive and negative stress that naturally arises.

When employees experience stress from personal or professional sources, managers should be ready to offer support resources. If leaders are not attuned to signs of stress, they may miss opportunities to provide timely assistance.

Hiring for High-Pressure Positions

Certain roles, such as those in law enforcement, healthcare, or emergency services, are inherently high-stress. However, any role with long hours, heavy workloads, tight deadlines, or significant responsibilities can create stress.

To successfully recruit and retain employees for these roles, recruiters should seek candidates who can manage pressure effectively. Behavioral-based interviews, where candidates describe how they've handled high-pressure situations, are useful for evaluating stress management skills. Observing body language, eye contact, and tone during the interview can also reveal whether candidates perceive the pressure as motivating eustress or draining distress.

Identifying Positive Stress in the Workplace

Leaders can help teams approach stress constructively by emphasizing its positive aspects. Creating excitement around goals, fostering healthy competition, and celebrating milestones can help channel stress into motivation. Leaders should openly discuss challenges and spotlight the positive results, like increased revenue or client satisfaction, that come from tackling them.

Encouraging employees who thrive on positive stress to take bold steps and lead projects can build team-wide resilience. As more employees embrace eustress, a collective tolerance for stress grows, potentially reframing distressful moments as opportunities for eustress.

For managing negative stress, leaders should prioritize openness and transparency, taking time to ask questions and understand employees' struggles. Removing barriers that hinder progress and adjusting work schedules or responsibilities are practical ways to respond to employees dealing with distress. Providing resources such as an employee assistance program can also support employees facing negative stress.

Managing Stress as a Continuous Priority

While some workplace stress is inevitable, leaders can help employees handle it better by understanding the benefits of positive stress and addressing the causes of negative stress. Recognizing each employee’s unique experiences, triggers, and motivations—and making necessary adjustments—helps build a resilient team.

Supporting employees’ well-being, both in and outside the office, is a crucial part of workplace wellness. Companies that excel in this area often look beyond standard benefits to offer holistic support through effective leadership and management. Leaders can set an example by demonstrating healthy stress management in their own work, fostering a culture that values balanced, resilient stress management.

With insights into employee engagement, motivation, and resilience, leaders can better understand how stress influences their teams, supporting employee well-being and improving overall performance.