Winston Churchill once said, “Success is not final, failure is not fatal: it is the courage to continue that counts.” This powerful reminder that setbacks are part of the journey is especially relevant in today’s fast-paced work culture, where stress can feel like a constant companion.
At Hire Ventures, we’ve worked with growing businesses for over two decades to help with HR and Recruiting. We’ve seen firsthand how unmanaged stress impacts engagement, performance, and retention. Whether you’re scaling your team or strengthening your company culture, understanding the science behind stress can help you build a healthier, more supportive workplace.
In this post, we’ll introduce you to three widely respected stress models and explore how leadership teams can apply these concepts to support employee well-being, improve retention, and create an environment where people want to stay.
Why Leaders Needs to Understand Stress
Let’s be real, your team can’t do their best work if they’re burned out or overwhelmed. And while perks and ping-pong tables are fun, they don’t solve deeper issues like unclear expectations, unrealistic demands, or lack of flexibility.
This is where stress models come in. We believe understanding how stress actually works and implementing these tips into your company is key to leading well and retaining great people.
Stress Model 1: The JD-R Model
The Job Demands-Resources (JD-R) model is all about finding balance. Every role has demands (things that drain energy) and resources (things that support and energize). When demands outweigh resources for too long, burnout sets in.
Common job demands:
High workload
Tight deadlines
Lack of clarity
When you pair those with the right support, clear communication, flexibility, and opportunities to grow, your team can stay productive and healthy.
How To Apply This in the Workplace
As a leader, start by setting clear, realistic expectations so your team knows what success looks like. Check in regularly on their bandwidth, not just during crunch times but as part of your normal rhythm. Encourage real breaks and time to unplug, and make it clear that rest is part of doing great work. Just as important, make sure your team has the tools and support they need to meet their goals. You don’t have to remove every challenge, but you do need to ensure people aren’t carrying the load alone.
Stress Model 2: The COR Model
The Conservation of Resources (COR) theory, focuses on how people try to protect and build the resources they value. These can be tangible (time, money, energy) or emotional (security, recognition, community). Stress tends to build when those resources are threatened, depleted, or undervalued.
The COR Model in the Workplace
Similar to the JD-R model, this theory emphasizes the importance of job resources and how one uses them. As an employer, it is vital to ensure that your employees have access to resources and encourage them to use and provide feedback on them to avoid potential burnout.
Implementing the COR model in the workplace means reflecting and possibly shifting your culture. Consider asking yourself, is it easy for my team to find the tools or support they need? Is taking time off difficult to do or frowned upon? Is it easy or comfortable for my employees to express what they need or what’s valuable to them?
Stress Model 3: The ART Model – Attention Restoration Theory
The Attention Restoration Theory (ART), highlights the restorative power of nature. Being in or around natural environments can improve focus, reduce fatigue, and support mental clarity. Even small touches of nature throughout the day can help.
The ART Model in the Workplace
We have a few ideas for how you can implement ART into your organization:
- Plan a team hike – an outdoor meeting to explore our local trails!
- Add plants around the office – They could be real or small fake succulents. If you are a remote company, consider hosting a virtual planting event.
- Provide a 5-10 minute microbreak during the day and encourage employees to use that time to take a step outside.
Moving Forward with Workplace Well-being
Your leadership decisions directly impact how your team experiences stress—and whether they’re equipped to manage it. When you understand what drives stress and how to reduce it, you’re not just preventing burnout—you’re creating a workplace where people want to stay.
If you’re scaling your team or evolving your people strategy, we’re here to help. At Hire Ventures, we work alongside founders and leaders to build strong HR practices, improve retention, and create healthy, high-performing workplaces.
Ready to take the next step? Schedule a discovery call today and let’s build something great together.
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