Stress is a natural human response to pressure or demand, but in the workplace it can quickly spiral out of control. When you feel that you cannot cope with the demands placed upon you, the result is often chronic stress, which can affect both your physical and mental health. Within teams, stress doesn’t just impact one person, it affects the whole group.

Imagine a team under tight deadlines, with each member juggling multiple priorities. If one person begins to feel overwhelmed, their performance may slip, which in turn adds more pressure to others. The energy of a team is interconnected; when one part of the system becomes strained, the whole structure can begin to wobble. Managing stress in teams is therefore not just about individual wellbeing, it’s about maintaining the stability of the entire organisation.

Certain team environments are naturally more prone to stress than others. High-pressure settings such as healthcare, emergency services, manufacturing and logistics are obvious examples, where long hours, critical decision-making and public expectations all contribute to heightened strain. But stress is not confined to these sectors. Office-based teams, especially those navigating hybrid work models or undergoing organisational change, can experience just as much pressure.

Consider a sales team facing ambitious quarterly targets, or a project team working against an immovable deadline. Even in creative industries, where flexibility is often celebrated, constant innovation and the pressure to produce new ideas can become overwhelming. Stress emerges when demands outstrip resources, whether that’s time, staff, training or emotional support.

In modern workplaces, technology has also blurred the line between professional and personal life. The expectation to always be available, to answer emails late at night, or to keep up with continuous notifications can prevent genuine downtime. Over time, these small intrusions accumulate, leaving employees perpetually “on” and unable to fully recover.

In teams, stress can manifest as rising tension during meetings, reduced collaboration or even avoidance of communication altogether. Leaders who pay attention to these signals can intervene early, helping prevent further escalation. Physical symptoms are also common. Headaches, fatigue and difficulty concentrating are all early indicators that someone may be struggling.

It’s important to remember that stress responses vary between individuals. Some people may become visibly anxious or emotional, while others may internalise their stress and simply appear “off.” It can be easy to dismiss signs of stress as “just part of the job,” but acknowledging the issue is key. In many cases, workers benefit from accessing structured support. This could be counselling, stress management workshops or adjustments to workload and scheduling.

While it’s unrealistic to completely eliminate stress from work, employers can design environments that minimise unnecessary pressure and promote psychological safety. This starts with clear communication. When team members understand their roles, objectives and expectations, they are less likely to feel anxious or uncertain.

A supportive culture also depends on trust and fairness. Recognising effort, celebrating success and addressing conflict quickly all help build a sense of belonging. Physical workspace design can contribute too. Access to natural light, quiet areas and comfortable break spaces all play a role in supporting mental health.

Encouraging teamwork rather than competition helps reduce internal pressure. When teams collaborate to solve problems rather than compete for recognition, the result is a more harmonious and resilient environment. Training for managers on how to spot stress and handle sensitive conversations can ensure early intervention becomes part of everyday management practice rather than an afterthought.

Ultimately, a stress-free work environment is one where people feel valued, supported and able to speak up. It’s not about removing challenges altogether, but ensuring that employees have the resources and support they need to meet them confidently. At MOHS Workplace Health, we understand that every team is different. What works for one may not work for another, which is why tailored approaches to stress management are so important.

Find out about how we can help you manage stress in the workplace by heading over to our mental health page: https://mohs.co.uk/services/mental-health-services/