Managing pressure takes more than determination. It requires useful personal habits, clear priorities and support from the people around us.
An urgent deadline approaches. A colleague is unavailable, a new system is taking longer to learn than expected, and another request arrives marked “priority”. None of these situations is unusual. Together, however, they can make it difficult to decide what needs attention first.
This is where workplace resilience becomes practical. It helps people recognise how pressure affects them, respond thoughtfully and recover after demanding periods. It also requires managers to notice when workloads or working arrangements need to change.
For professionals working in compliance, finance, operations and management, resilience matters because sustained pressure can affect concentration, communication and judgement. Keeping work moving is important, but so is recognising when the way it is being done is no longer sustainable.
Resilience is often described as the ability to recover from setbacks. At work, it also involves adjusting priorities, asking for help and changing an approach that is no longer effective.
The World Economic Forum’s Future of Jobs Report 2025 identifies resilience, flexibility and agility among employers’ important core skills. These capabilities are relevant across roles, particularly where technology and changing business requirements are altering how work gets done. World Economic Forum
Consider a compliance team implementing new requirements while maintaining its regular monitoring programme. Individual resilience may help team members stay composed and make sensible decisions. The manager also has a responsibility to clarify priorities, allocate resources and decide which less urgent work can wait.
Both contributions matter. Personal coping skills help people manage difficult situations; realistic working arrangements give those skills a chance to work.
People respond to pressure differently. One person becomes impatient, another repeatedly checks completed work, and someone else stops asking questions because they feel they should already know the answers.
Recognising your own pattern is a useful first step. Think about a recent demanding day. What changed in your concentration, behaviour or communication? Which signs appeared before you felt overwhelmed?
A brief check-in can help:
• What is taking most of my attention today?
• Am I clear about my next priority?
• Have I started rushing, avoiding decisions or reacting sharply?
• What support or clarification would help?
The purpose is to notice when you need to adjust your approach. If every task starts to feel equally urgent, for example, it may be time to confirm priorities rather than continue switching between them.
Under pressure, it is easy to agree to a deadline before checking what it involves or to send a defensive reply to a difficult message.
A short pause gives you time to establish the facts. What is being requested? When is it needed? What existing commitment would be affected?
An operations professional receiving an additional task near a reporting deadline might respond:
“I can complete this today if we move the reconciliation review to tomorrow. If both are needed today, we will need additional support. Which should take priority?”
That response makes the trade-off visible. It also gives the manager information needed to make a decision.
The same approach can help after a mistake. Establish what happened, assess the immediate impact and identify the next action before making assumptions about blame or consequences.
Resilience depends partly on what happens between demanding moments. Occasional breaks or a quieter afternoon may help, but regular habits make recovery less dependent on finding spare time.
Practical steps might include protecting periods for focused work, taking agreed breaks, setting expectations about availability and ending the day with a clear note of unfinished priorities.
There are limits to what these habits can achieve. If someone routinely works through breaks because there is too much work for the available time, the workload needs attention.
CIPD’s Good Work Index 2025 found that 25% of UK workers felt their jobs negatively affected their mental health. This is a UK survey finding, rather than a measure of conditions in Cyprus, but it reinforces the importance of examining how work is organised. CIPD findings
Support is more useful when people can access it before a problem becomes serious.
In a reporting team, this might mean having a colleague who can review an unfamiliar transaction. In a management role, it might mean discussing a difficult decision with another manager. Shared documentation and cross-training can also reduce dependence on one person’s knowledge.
People need confidence that raising a concern will receive a fair response. CIPD’s evidence review links trust and psychological safety with positive workplace outcomes and describes environments where employees feel able to ask questions, share views and admit mistakes. CIPD evidence review
Managers influence this through ordinary interactions. Listening carefully, thanking someone for flagging a problem and following up on concerns can make it easier for the next person to speak.
A new system, revised procedure or restructuring creates work beyond the change itself. Employees need time to learn, test unfamiliar processes and resolve questions while continuing their existing responsibilities.
CIPD’s 2026 change-management guidance highlights overlapping change and change fatigue as challenges for people professionals. Managers should consider the combined demands on a team, rather than assessing each initiative separately. CIPD change-readiness guidance
Suppose a finance team is introducing an AI-assisted document review tool. Staff need clear guidance on permitted use, review responsibilities and escalation when outputs are unreliable. They also need time to practise within the organisation’s approved arrangements.
Managers can help by explaining what is changing, what remains a priority and which decisions are still unresolved. Being honest about uncertainty is useful when it is accompanied by clear direction and a date for the next update.
After a missed deadline or failed process, restoring normal work may be the immediate priority. Once the situation is stable, a short review can help prevent recurrence.
Useful questions include:
• What did we expect to happen?
• What happened, and where did the process differ?
• Were warning signs missed or difficult to raise?
• What should change, and who will follow it through?
The UK Health and Safety Executive explains that patterns of near misses can provide early warning of problems. A similar approach can be useful in office processes: repeated last-minute corrections may reveal unclear instructions, insufficient review time or a gap in training. This is an application of the learning principle, rather than a claim that every administrative error is a safety incident. HSE guidance
Examining causes fairly remains compatible with accountability. A misunderstanding, a poorly designed process and deliberate misconduct require different responses.
Start with One Practical Change
Building resilience does not require changing every habit at once. Identify one recurring situation that puts you under pressure and choose a response you can practise.
You might clarify priorities earlier, pause before accepting another commitment, ask for a review when working outside your experience, or protect time to recover after a demanding period. Managers can make a corresponding change by reviewing workloads or removing an unnecessary step.
EIMF’s Building Resilience in the Modern Workplace course explores emotional self-awareness, early signs of pressure, managing energy and focus, and practical strategies for staying effective. Participants also develop a personal action plan.
Resilience develops through everyday decisions: noticing pressure, responding with care and addressing the conditions that make work unnecessarily difficult.
Contact the EIMF Team
Phone: +357 2227 4470
Email: [email protected]
Join us to gain insights from Alana Hill, learn practical strategies for turning conflict into opportunity, and discover how challenges can drive growth and stronger team performance.
On All Self-Paced eLearning CPD Courses in Financial Regulation
Hosted by the EIMF and the Chartered Governance Institute
Engage with 20+ leading experts and earn 6 CPD units in Financial Regulation.
Not sure if it’s right for you? Let’s talk.
Discount Coupon: NYNY10
Valid until 31 Jan 2025 23:59
Register now to receive a valuable educational resource each day and be automatically entered into our Grand Christmas Draw on 24th December – Don’t miss out!
On Self-Paced eLearning Courses
*complete your purchase before 21 April 2024