World Stress



The American Medical Association had stated that stress is the basic cause of 70% of illnesses and diseases. World Health Organization (WHO) had become so concerned, they issued guidelines to employers on how to reduce stress in the workplace, and recommended that employees attend stress management programs. Learning to balance the demands of the workplace, family and personal needs was seen as central to reducing this 21st Century Epidemic.



Studies indicate that the pandemic had a significant impact on mental health, causing not only physical health concerns, but also resulting in a number of psychological disorders, especially anxiety, fear and depression, which worldwide is estimated to have increased by 60%.

According to a global study commissioned by Asana, 71% of workers reported burnout in 2020. In some countries, the numbers are even higher, including 75% in the U.K. In the same study 86% of workers globally reported working overtime every day, up from 78% in 2019.



Clients do not come first. Employees come first.
If you take care of your Employees, they will take care of your Clients

Richard Branson

Scientists have analysed extensive data, as well as broader research and trends, to identify insightful predictions about the world of post-pandemic work. The one key prediction and challenge is:

  1. Managers will face elevated levels of burnout without intervention!
  2. Organizations rely on their managers to keep operations moving.

While employees at all levels are feeling stretched, supporting managers can prevent any burnout ripple effects across the company. Much has been made of executive responses to uncertain times. Dive deeper though, and you’ll see who’s at the coalface of organizational change. (Hint: It isn’t executives.)

Managers keep fractious workforces together. They’ve also seen expectations of their own roles rise. Why is that? Market shocks and tough economies have changed the shape of typical workforces.

As companies responded to the pandemic by cutting costs, it heaped more pressure on a shrunken workforce – more stressed, uncertain and in need of support than ever before.

Managers have borne the brunt. And not just by navigating remote and hybrid teams, attrition, and cost and budget freezes. Getting it “right” has meant leading with empathy while also delivering on business needs.