Dear Yogesh,

I’m a mid-level manager in a global software company, and I’ve been here for about ten years, leading three teams. Right now, I’m working with my boss to set our goals for 2024, and honestly, it’s already clear there’s no way my teams will be able to meet all of them.

We’ve been under constant pressure this year, with the promise that things would ease up by year’s end. Yet, here I am, facing another year of overwhelming demands. Every day, I’m talking someone off the ledge, and I’m starting to feel terrible about it. It feels like I’m breaking a promise to my people that things will get better, when in reality, they won’t.

I know my boss isn’t trying to make things harder on me—she’s just under pressure from higher-ups. But I can sense the unspoken expectation that if I can’t meet these goals, she’ll find someone who can. I need a way to manage my team’s and my boss’s expectations more effectively, but I’m not sure how.

I’m beginning to wonder if I can handle the mounting anxiety. How do I manage this relentless pressure?

Praveen

Dear Praveen

It sounds like you’re not alone in feeling this way—many people are facing similar challenges. Here are a few options to consider:

1. Negotiate for More Resources
   One approach is to break down each goal into manageable tasks and estimate the time it will take to complete them. If you can show your boss, with clear data, that the workload is unmanageable for your current team, it might be easier to advocate for more or more skilled resources. Sometimes, the math speaks for itself.
   
   If your boss counters with "work smarter, not harder," you can be ready to ask for training that would enable your team to work more efficiently. With your experience, you likely have a good sense of how long things should take, and this can help highlight areas where more support or training might be needed.
   
   

2. Assess Distractions
   If your team is like most, you’re probably facing numerous distractions that take away valuable time—unnecessary meetings, for example. Take a hard look at these distractions and see where you can reduce them to free up time for more important tasks.
   
   

3. Negotiate to Scale Back Deliverables
   While this may feel like a last resort, it’s still worth discussing with your boss. Ask her to help prioritize deliverables—what absolutely must be done and what can be deferred. If everything is labeled as "high priority," then nothing really is. Having these tough conversations can help you focus on the most critical tasks and relieve some of the pressure.
   
   

4. Prioritize with Your Boss
   Ask your boss to help prioritize the various outcomes, ensuring that your team focuses on the essentials first. If you can demonstrate that prioritizing will result in a better outcome, it should be easier to align with your boss’s expectations.
   
   

5. Design Sprints with Your Team
   To manage energy levels and avoid burnout, consider introducing "sprints" where your teams go all-in for one week, followed by a more regular, manageable workload the next. This rhythm helps avoid burnout while still pushing forward with key initiatives. You may find this approach allows you to balance intensity and sustainability.
   
   

While the workplace intensity you’re experiencing is not unique, you need to decide whether it’s something you’re willing to live with. If you choose to stay, focus on ways to manage the stress—for both yourself and your team. Find something that helps you unwind, whether it’s meditation, exercise, or yoga. Taking care of yourself will allow you to be a better leader.

Remember, you can only do your best with the resources and circumstances at hand. Share this reality with your team and let them know what you’re doing to advocate for their well-being. And in the future, you may want to manage expectations more cautiously, as unexpected shifts are part of the landscape.

Leadership often comes down to your attitude and where you choose to focus your energy. This situation offers you a chance to model calm, perspective, and resilience for your team. They will follow your lead.

Best regards,

Yogesh