How to Address Early Signs of Workplace Tension

Quick reality check before your next sprint planning. You know that Slack or Teams ping that just made your shoulders tense? Turns out 4 out of 5 of us in tech are carrying that same micro-dose of dread into every stand-up. I’ve been talking to teams across three different companies this quarter, and the line I keep hearing is: “The work isn’t just harder—it’s heavier.” OSHA’s latest numbers back it up (more info at https://lnkd.in/gQMyqiQa) 83 % of all U.S. workers say work is stressing them out, but in our corner of the world—engineering, ops, security—the figure is creeping toward 90 %. And 71 % of us admit it’s already crashing date night, kids’ soccer games, and whatever sleep we used to call a weekend. Here’s the kicker: every dollar we spend on preventive mental-health support shows a four-dollar return in productivity. Not yoga coupons, not a once-a-year webinar—actual, baked-into-the-process support. So, what can we do this week that isn’t another HR slide deck? 1) Flip the retro question. Instead of “What went wrong with the deploy?” ask, “Where did the deploy almost go wrong and someone caught it early?” Then applaud the catcher out loud. Preventive work needs airtime. 2) Turn your DORA metrics into a DORA-plus-human metric. If you’re hitting 99.9 % uptime but two teammates are on stress leave, your system isn’t reliable—your people are compensating for fragility. 3) Schedule a 15-minute “heads-up” slack huddle at 4 p.m. every Friday. No agenda. Just space to say, “I’m fried,” or “I need coverage next week.” It’s the cheapest early-warning system you’ll ever deploy. Not promising kombucha-on-tap nirvana here. I’m saying that the code isn’t the only thing we can refactor. We can refactor the way we treat each other when the alerts start firing. #ITburnout #DevOpsMentalHealth #TechWellbeing #HumanStack #CodeRedCulture #SRElife #MentalHealthInTech #WorkplaceStress #OpsLife #LeadershipMatters #WellbeingROI

I haven’t had to formally mediate disagreements between employees too often, but it’s happened, and I had to do it very carefully. Here's how: Whenever possible, I recommend that people just talk to each other directly, state their frustrations clearly and as dispassionately as they can, and then listen to the other person do the same. But sometimes, this just isn’t possible. Sometimes mediation is the only way. When this happens, I meet separately with the parties involved. I want them to vent to me, to say exactly what they feel, unfiltered. Then I ask clarifying questions, dig until I feel I have a good idea of the exact source of frustration and the ideal solution–at least as each person sees it. Afterwards, we set up a time to meet. At the top of the call, I set firm ground rules for the discussion, usually something like these: - Tell the truth. - Talk about the impact, not the person. - Listen to understand. - Aim to identify a shared positive outcome. I believe that most people, once they are in a room together and hear the other person explain their intentions and perspectives, find it hard to continue a grudge against that person. This is especially important in remote environments, where written messages are often misconstrued and it’s much harder to read body language. It won’t always end in understanding, but at a minimum it’s important to keep the temperature in the room low and be sensitive to how it’s trending throughout the conversation. Have you ever had to mediate a conversation like this? Or have you ever been in one yourself? #employeerelations #mediation #tensionatwork

Stress is kind of like a slow drip filling a bucket — you know it's there, but you might not pay it attention until it overflows. The key to dealing with stress is to recognize it early before it compounds. As a trial lawyer, it's something I've had to learn and practice over the past 20+ years. For me, a typical day starts with a long to-do list. Initially, I feel fine, but by lunchtime, I notice my shoulders are tense. I often ignore it, thinking it's just physical, not stress. As the day goes on, my mood shifts. I'm getting irritable over small things, but I don't connect this to stress. By evening, my mind is racing with worries about unfinished tasks. The stress has built up so much that I feel overwhelmed. I could have 'headed off stress at the pass' by recognizing these early signs. If I had taken a short break when I first felt tension in my shoulders or acknowledged my mood change, I might have prevented the stress from building up. Here are some of the things I've started doing to deal with stress before it accumulates, and some things you can try, too: 1.) Listen to Your Body: Often, your body knows stress is building before your mind does. Are your shoulders tight? Is your stomach in knots? These can be early signs. 2.) Check Your Mood: Are you suddenly irritable or anxious? Mood changes can be a clear signal that stress is increasing. 3.) Monitor Your Thoughts: Negative or worrying thoughts can be a symptom of mounting stress. 4.) Take Regular Breaks: Even a five-minute break can help. Step away from your work, take a walk, or do some stretching. 5.) Practice Mindfulness: This means being aware of the present moment. Mindful breathing or meditation can help calm your mind. 6.) Set Realistic Goals: Don't overload yourself. Prioritize your tasks and understand that it's okay not to finish everything in one day. By tuning into early signs of stress, you can take steps to manage it before it becomes overwhelming. Remember, it's easier to stop stress from building up than to deal with it once it's already high. #life #habits #personalgrowth #routines #stress

Before modern technologies existed, Canaries in a coal mine were used to signal danger to miners of a toxic environment. If the canary showed signs of distress, the miners would evacuate immediately and take the precious canary with them grateful for the life saving early warning signs. Today, when employees in your organization are showing signs of distress, how are you responding as leaders? Are you paying attention closely enough to notice? Are you grateful for the early warning signs or are you annoyed by the employee who is stressed? I believe mental wellness signals are a gift to us as leaders. I want to be alert, be listening, and ready to make even small improvements to the system. The benefits from addressing mental health needs are there for all sides: enhanced engagement, more fun, stronger growth, and higher profitability are just a few. When we support mental well being, we strengthen the entire organization. Try the following with 2-3 people today: Ask How are things for you at home? How are things for you here at work? Are there any changes you’d like for me to consider that could help you thrive either at home or at work? Then listen….really listen. Thank them for sharing and let them know you’ll consider any recommendations they have. Go back and consider their input Process with a trusted coach if you feel stuck Change what you can and let the employees know what you changed and what you weren't able to change. What method do you use to stay on top of the mental well being of your team?