April is Stress Awareness Month, an observance that’s been held every year since 1992 and is sponsored by the Stress Management Society. As an office manager, this is a valuable opportunity to shine a light on a topic that affects everyone—especially in fast-paced, high-pressure workplaces. By using this month to acknowledge stress and talk openly about it, you can take meaningful steps toward creating a healthier, more supportive environment for your team.
You don’t need to overhaul your whole workplace to make a difference. Sometimes the most powerful thing you can do is start the conversation. A quick email or a short team meeting to recognize Stress Awareness Month can set the tone. Let your staff know that stress is a normal part of life—and that you’re committed to helping them manage it in positive, practical ways.
This month is a great time to highlight resources your team might not know about. If your organization offers an employee assistance program (EAP), make sure everyone knows how to access it. You could also share simple stress management tools like deep breathing techniques, guided meditation apps, or short articles with tips on setting boundaries, prioritizing tasks, or decompressing after a tough day.
Think about small but impactful changes you could introduce. Maybe you designate one hour a week as a “no-meeting zone” for focused work. Or encourage short walking breaks in the afternoon. Even starting a “wellness corner” with calming music, stress balls, or healthy snacks can show that you take well-being seriously. None of this has to be expensive or time-consuming—it just needs to be thoughtful.
You can also lead by example. When you take breaks, manage your workload in a healthy way, and talk openly about handling stress, your team notices. It gives them permission to do the same. Make time to check in—not just about work performance, but about how people are really doing. Sometimes what someone needs most is simply to feel seen and heard.
Stress Awareness Month is about more than recognizing a problem—it’s about taking steps to address it. As a manager, you have a unique opportunity to help reduce the pressure, build resilience, and support your team’s well-being. That’s not just good leadership—it’s good for everyone.