Overcommunicate. One major cause of worker stress is not knowing what to do, or exactly what a boss wants, but being too afraid (or proud) of speaking up about it. One way you can get around this is by well, reminding them. “We do a lot of executive coaching, and we say, ‘Look, when you think you’re communicating too much, it’s probably about right,’” says Elton. “Sometimes that message has to come through three, four, five times before people actually get it. So be really flexible there.” As any couple will tell you, a lack of communication rarely makes things easier. It’s the same in the workplace.

Communication is especially important for younger workers, who for various reasons are more likely to expect consistent feedback. In the absence of information, our instinct is to often assume the worst—and then work ourselves to the bone to make sure it never happens.

Set (realistic) expectations. You can help avoid worker burnout by being clear about what you expect from an employee (Elton suggests explaining, “This is what I want, this is what I need, and when I need it.”). If they know they exactly what their mission is, they’ll have a stronger sense of boundaries, leading to less stress. Managers who are honest with themselves—and their own managers—about what can and can’t be done are much more likely to earn employee trust.

Ultimately, these tips come back to the same theme: strong relationships. When someone hits a rough patch, as they inevitably will, it makes a world of difference knowing their organization has their back. “You know, there’s never going to be a perfect workplace,” says Elton. “But if I’m in a workplace where I believe that my manager and supervisor cares about me as a person, that my voice is heard, and that I’m not alone when things get bad, things can get better.”

For more on this topic, you check out the Anxiety at Work podcast with Elton and Gostick.