As much as I love my job, it’s still stressful to go from a daily schedule of watching Netflix and eating cookies on the couch to coaching, speaking, consulting and writing.

Lucky for me, I have a very understanding manager (also me). My manager is compassionate, empathetic, and caring while still holding me accountable for results. (She is also sometimes grumpy, judgy and dismissive because, well, she’s only human.)

So, let's talk about something that's crucial to your role as a manager, and to your team's success and well-being: helping your employees cope with stress.

Now, I know what you might be thinking: "Isn't stress just a part of the job? Can't they handle it on their own?"

But here's the thing: when your team members are overwhelmed and feeling unsupported, it can lead to some serious consequences for both them and your business.

Picture this: stressed-out employees, decreased productivity, increased absenteeism, and a general vibe of "blah" in the office. No one wants that, right? But fear not! By taking a page from the Dyadic Coping Inventory (a fancy way of saying "how couples support each other during tough times"), you can help your colleagues recover, renew, and re-engage with resilience.

Let's dive deeper into how we can adapt the Dyadic Coping Inventory to create a comprehensive guide for managers supporting their employees' stress management. By drawing from the inventory's key concepts and structure, we can develop a practical framework that promotes your employees’ well-being.

1. Encourage open communication about stress ("Stress Communication")

· Want your team to trust you with the tough stuff? Create a judgment-free zone where they can talk about what's really stressing them out. No eye-rolling allowed!

· Make "stress check-ins" a regular thing, not just a one-time "how are you doing?" drive-by. Think of it as taking your team's emotional temperature.

· Share your own stress stories - yes, even that time you completely bombed that important presentation. Being real about your struggles makes you more human and approachable.

2. Provide emotional support and understanding ("Supportive Dyadic Coping")

· When someone's sharing their stress, resist the urge to jump straight into problem-solving mode. Sometimes people just need to know they're not crazy for feeling overwhelmed, and that they’re not alone. Listening attentively is a rare and precious gift!

· Remind them of their rockstar moments - like that impossible deadline they crushed last month or the angry customer call they deftly diffused. A little confidence boost can go a long way.

· Help them see the forest through the trees. Break down that mountain of stress into manageable molehills. Work together to break down overwhelming situations into smaller, more manageable pieces while maintaining perspective on the bigger picture.

3. Offer practical assistance and resources ("Delegated Dyadic Coping")

· Sometimes being a good manager means rolling up your sleeves and taking something off their plate. Be specific about which tasks you'll handle and for how long, ensuring clear boundaries and expectations.

· Point them toward helpful resources, but don't just drop a link and run. Then follow up to ensure they're able to access and utilize these resources effectively.

· Encourage them to prioritize self-care and provide opportunities for breaks and relaxation. Create a work environment where taking breaks and setting boundaries is not just allowed but actively encouraged. (And maybe model that behavior for your folks, ok? Let them see you taking some “me” time.)

4. Avoid negative or dismissive responses to stress ("Negative Dyadic Coping")

· Resist the urge to play the "back in my day" card. Everyone's stress tolerance is different, and that's totally fine. Also, refrain from blaming or criticizing employees for struggling with stress or comparing one employee’s burdens to another’s.

· Take their stress seriously, even if it seems small to you. One person's molehill might be another's Everest. Respect these different perspectives, experiences, tolerances, and resources.

· Stay patient when someone's struggling. Remember that time you had a meltdown over the office printer? Yeah, we all have our moments.

5. Foster a collaborative approach to stress management ("Common Dyadic Coping")

· Get the whole team involved in tackling stress sources. Two (or more) heads are better than one when it comes to problem-solving and brainstorming.

· Create a "we're all in this together" vibe. Maybe Sarah's great at spreadsheets while Mike's a pro at presentations - let them play to their strengths and help the team succeed collectively.

· Plan team activities that actually help people unwind. (Hint: Mandatory fun isn't actually fun.) And if you’re not sure what to do, ask them – and take their suggestions seriously.

6. Regularly evaluate and adjust your support strategies ("Evaluation of Dyadic Coping")

· Check if your stress-busting strategies are actually working. Are people looking less like zombies in the morning? How are their “Sunday Scaries?”

· Ask for honest feedback about how you can do better. Anonymous suggestions can reveal some real truth bombs – and face-to-face feedback (that you hear without defensiveness) can be a real trust-builder.

· Stay up to date on the latest workplace wellness trends but skip the fads. No one needs another meditation app they won't use.

How's that for a more relatable take on stress management? By adopting a proactive and empathetic approach, managers can create a supportive environment that not only benefits individual employees but also leads to improved team dynamics, increased productivity, and better overall business outcomes.