What stresses teams – and what really helps: Strengthening mental health in the workplace

Reading time: approx. 6–8 minutes

Teams are the heart of every organization. However, high pressure to perform, constant digital accessibility, and unclear expectations lead to many employees experiencing chronic stress. Recent studies show that more than half of working people in Germany perceive their stress levels as high or very high—and the trend is rising.

And this isn't just an individual issue. Mental health in the workplace directly impacts team performance, innovation, and turnover.

The most common causes of stress in teams

1. Time pressure & work intensity

According to the 2023 Swiss Life Stress Study, time pressure and too many tasks are the biggest stress triggers. Those who constantly work to their limits have little resources left for creativity or peer support.

2. Unclear roles and lack of communication

Teams without clear responsibilities experience more conflict and uncertainty. According to work psychology studies, a clear allocation of tasks significantly reduces subjective stress.

3. Constant availability & digital exhaustion

The Barmer study "social health@work" shows that employees working from home feel more productive, but have a harder time switching off after work. The price: emotional exhaustion and declining resilience.

4. Lack of leadership support

According to Stepstone , 70% of employees feel left alone when it comes to career matters. Lack of recognition and feedback are considered significant stress factors—and underestimated drivers of turnover.

5. Unhealthy team culture

A lack of psychological safety leads to mistakes being covered up and conflicts not being addressed openly. This promotes stress, mistrust, and demotivation.

What really helps: Measures for less stress and more team health

Here are concrete strategies you, as a manager, HR manager, or employee, can proactively reduce stress in your team.

For managers

1. Establish clear boundaries and rest periods

   • Define mandatory offline times together—especially in hybrid teams. This promotes recovery and reduces emotional exhaustion.

2. Actively promote psychological safety

   • Openness starts at the top. Leaders who admit mistakes and speak transparently about stress encourage their teams to do the same.

3. Setting priorities together

   • Instead of blindly assigning tasks, consider together what's truly important. This way, excessive demands are identified before they become entrenched.

     
     

For HR

1. Introduce structural prevention

   • Conduct regular psychosocial risk assessments – as recommended by the Federal Institute for Occupational Safety and Health (BAuA). This makes sources of stress visible and allows for targeted action.

2. Raising awareness among managers about mental health

   • Train-the-Leader programs on topics such as Mental Health First Aid or psychological safety are measurably effective in reducing team stress.

3. Promote a culture of feedback and participation

   • Research shows that employees who are allowed to express their opinions show higher levels of satisfaction and lower levels of stress. Regular pulse checks or digital feedback tools can work wonders here.

     
     

For teams & employees

1. Consciously designing hybrid and flexible working models

   • Mobile/home office offers advantages – but they often obscure boundaries. Team rules about when unavailability is expected, fixed core hours, or "digital offline" phases help maintain balance.

2. Clarification of roles and tasks

   • When it's clear who's responsible for what, uncertainty decreases. Studies indicate that a lack of clarity about roles is a frequently cited stress factor. Sharing responsibilities and transparent communication help.

3. Take breaks seriously

   • Micro-breaks (2-3 minutes of conscious breathing, stretching, opening windows) also lower cortisol levels – scientifically proven.

Scientifically proven: This works against stress. Studies show again and again:

• Social support and psychological safety are the strongest protective factors against stress.

• Clear communication and a sense of self-efficacy promote resilience.

• A leadership culture that prioritizes well-being not only increases satisfaction but also productivity.

Conclusion: Healthy teams are no coincidence

Stress in a team rarely arises from a single cause—it's usually a combination of high work intensity, unclear expectations, a lack of support, and blurred boundaries. But the good news is: much of this is modifiable.

When teams and organizations consciously work to shape working conditions, promote leadership culture, and view health not as a “nice-to-have” but as an integral component of good performance – then stress decreases, well-being increases, and with it performance, commitment, and loyalty.

Teams that understand stress can change it.

If you want your company to not just talk about stress but to live true balance, let's create the foundation for this together.

In my keynotes, I show how mental strength becomes team culture.

Let's get in Touch!

💭 Reflection questions to take away:

• Which stressors are particularly noticeable in my team (time pressure, lack of clarity, digital accessibility, etc.)?

• Where are there already small practices that help – and where are concrete measures missing?

• What one change could I initiate in the next 7 days to reduce stress in the team?

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