Chronic stress is rising across workplaces, but no one feels the pressure more than managers.
According to Wiley Workplace Intelligence, nearly 47% of people managers report severe stress. For 31%, that stress has intensified over just the past six months. The consequences? Burnout, declining performance, and potential leadership turnover.
Why Are Managers at Risk?
Managers are caught in the middle. On one side, they’re supporting burned-out teams dealing with shifting priorities and limited resources. On the other, they face increasing pressure from leadership navigating strategy in an unstable environment, much of which is out of the control of the organization. Our current climate—economic uncertainty, organizational change, and political shifts—has created a perfect storm. And managers are expected to weather it alone.
Top Drivers of Manager Stress
Based on a survey of 2,360 professionals, the leading causes of manager stress include:
- Increasing workloads
- Time management challenges
- Staffing issues
- Unclear expectations
- Approval bottlenecks and bureaucracy
- Communication breakdowns
This stress is not just a passing phase. When left unaddressed, chronic stress undermines productivity, reduces engagement, and leads to costly attrition.
The Impact: Productivity & Performance at Risk
Stress compromises cognitive functions like decision-making, problem-solving, and communication. Over time, it creates a ripple effect—slowing progress, increasing conflict, and eroding culture. Yet, when budgets are tight and priorities shift, the very supports managers rely on are often the first to go.
Five Proven Ways to Support Your Managers
- Assess and Mitigate Psychosocial Risks – Create clarity. Reduce uncertainty. Make space for connection. Frequent one-on-ones and transparent communication matter more than ever.
- Provide Leadership Training – Only 56% of managers surveyed had received any formal training. Equip them with people-first leadership skills—resilience, motivation, communication, and conflict resolution.
- Streamline Processes – A clear structure reduces stress. Remove unnecessary roadblocks and help managers work more efficiently.
- Prioritize Upskilling – As roles evolve, managers need the tools to succeed. Upskilling empowers them to adapt with confidence.
- Encourage Open Communication – Don’t let silence set in. Create safe, consistent avenues for feedback and candid dialogue.
The Silver Lining: Optimism Still Lives
Despite the challenges, 78% of managers remain optimistic about their organization’s future. That optimism is an opportunity not to be taken advantage of. Leaders who invest in their managers today will build healthier teams, stronger cultures, and more resilient organizations tomorrow.