No matter where you work or what level you hold, it’s a hard time to be in tech, let alone design.
We’re dealing with so many changes and pressures: The anxiety of returning to the office (RTO) and commuting. Uncertainties in our industry with layoffs, shifting values, and worries about AI taking jobs. Even the lack of a clear career path outside of moving into management can bring on stress among skilled practitioners.
Design leaders can help by creating a supportive environment to help their teams cope with anxiety and stress. Here are some strategies to make the workplace better for everyone.
Empathetic Listening: Design leaders can practice empathetic listening with their teams, paying close attention to visual and physical cues even during video calls. They can invest in learning to perceive micro expressions and tonal changes to better understand and acknowledge team members’ emotions.
Fostering Connections: Create opportunities for team members to bond, especially those who live alone. Activities like body doubling, where employees work in tandem, can reduce feelings of isolation. Celebrations and team bragging sessions can also boost morale and foster a sense of community. All of these activities work both remotely and in person. There’s nothing like trash talking your peers in a rousing online game of Codenames!
Defining “Bring Your Whole Self”: Clarify what it means to “bring your whole self” to work in your environment and create spaces where employees feel safe to do so. This includes being the first to admit your own feelings and energy level. My team shares their rough days in our chat with phrases like “I’m bringing 100% of the 40% I have to give today.”
Encouraging Mental Health Days: Leaders should take their own mental health days and communicate this to their teams. Encouraging employees to take sick days when needed, with the understanding that they should focus on their well-being rather than just showing up, is crucial. And if someone comes to work sick, I will ask, “Are you better or are you here?” This question gives them the opportunity to be honest with me and with themselves about whether they should be at work.
Offering Flexible Work Options: Allow team members to adjust work schedules or even work split days when they need flexibility to care for family or need a longer mental break in the middle of the day. Allow team members to have easy workload days when necessary, emphasizing the importance of being gentle with themselves. Sometimes, work can serve as a distraction from personal challenges, so providing options for smaller, manageable tasks like cleaning inboxes or training can help employees stay engaged without overwhelming them.
Providing Resources and Support: Share resources such as meditation practices or even a “ragey raging playlist” to help team members cope with stress. Leaders should also learn the signs of burnout and be vigilant for these among their team, themselves, and even their own bosses.
Flexibility with Cameras: Recognize that some days, employees might not feel up to being on camera during virtual meetings. Allowing cameras to be off can help reduce stress and create a more comfortable working environment. Our team members enjoy seeing each other every day but won’t hesitate to take an off-camera day if they need it.
Supportive design leaders can foster cultures of genuine care and support. When team members build cohesion and empathy for one another, they can become highly productive, innovative and successful teams.
