Who’s Taking Care of the Boss?

Boss Under Pressure: Who Cares for the Leader?

Over the last few months, my team at Willingness and I explored a question that’s lingered in boardrooms, HR offices, and clinics for years: Who is taking care of the boss? As therapists, psychologists, business leaders, and fellow humans, we’ve seen the toll leadership can take—especially in Malta’s private sector. So, we decided to dig deeper. What followed was a study that merged data collection with lived experience. The results were eye-opening.

The Psychology Behind Leadership

Let’s start with the kind of person who typically becomes a leader. Our data and psychological profiles revealed a pattern: leaders often score high on conscientiousness, extraversion, and openness to experience. They believe in their ability to get things done, operate with a strong internal locus of control, and strive for achievement. These people bounce back after setbacks, think creatively, and stay solution-focused.

Boss Under Pressure: When Strength Becomes a Strain

But here’s the twist—these same strengths can turn into vulnerabilities. Expecting excellence from yourself at all times inevitably leads to overwork. Although confidence drives results, it can create isolation when asking for help feels like failure. Relying heavily on independence may reduce communication and check-ins with your team. Before long, a once-thriving leader begins to burn out—surrounded by people yet feeling completely alone.

The Hidden Cost of Leadership

Often, we discuss burnout in the context of employees—but that’s where the conversation tends to stop. According to our study, 54% of managers reported experiencing symptoms of burnout. Meanwhile, 30% of employees observed that their leaders appeared visibly stressed. Clearly, these numbers matter. What they reveal is a silent crisis among those expected to stay strong for everyone else.

Boss Under Pressure: When Leadership Becomes a Liability

This issue goes beyond personal well-being—it’s also economic. Across Malta, SMEs employ more than 150,000 people. Whenever leaders struggle, entire teams lose direction and clarity. Productivity inevitably drops when staff become disengaged or demotivated. As a result, businesses face risks like losing clients, top talent, and long-term growth potential. Supporting leadership wellbeing isn’t just compassionate—it’s essential to organisational success.

What Employers and Employees Told Us

We gathered insights through focus groups, surveys, and open discussions. Both employers and employees want the same core things—respect, communication, and balance. But they’re often speaking different languages.

Boss Under Pressure: Gaps in Communication

Employees asked for clearer direction, frequent feedback, and to feel more valued. Employers, on the other hand, felt underappreciated, overburdened, and unsure how to offer sustainable pay. Many shared that their staff weren’t always open to change or constructive criticism. Both sides want trust and stability—but there’s a disconnect in how they express it.

Leaders Navigating Reality

One employer said, “We’re training people for their next job.” Another shared, “They tell me everything’s great, then leave two weeks later for the gaming industry.” These aren’t out-of-touch comments. They’re real concerns from leaders navigating retention, pressure, and shifting expectations.

Boss Under Pressure: Malta’s Unique Leadership Landscape

Malta’s business environment brings added complexity. Most companies are small to medium-sized. Leaders handle HR, strategy, client care, and operations all at once. Unlike global firms, local businesses often lack robust support systems.

Where Stress Hits Hardest

Managers in medium-sized companies (50–249 staff) reported the highest stress levels. A full 90% rated their workload as “high.” While larger companies also showed stress, those leaders described it as more manageable—likely due to better systems and delegation.

Boss Under Pressure: Confidence or Coping?

Confidence ran high among all respondents—none rated their leadership as below average. While encouraging on the surface, it raises an important question: how many are pushing through stress simply because they think they have to?

What We Recommend

Our findings pointed to several actionable solutions—many of which we’ve started applying within our Willingness team.

Better Feedback Loops

Leaders need feedback as much as employees. Town halls, anonymous surveys, and open-door policies help. Managers should learn to receive feedback without defensiveness.

Boss Under Pressure: Recognising Leadership

Recognition drives motivation—for both staff and leadership. Public praise, peer shout-outs, and simple gratitude help shift workplace culture. Many managers reported feeling just as overlooked as their teams.

Mental Health and EQ Training

Only 18% of employees felt their manager could support mental health needs. Yet 28–36% of leaders wanted more training. The willingness is there—we just need to act on it.

Leading by Example

Work-life balance shouldn’t just be spoken about—it should be modelled. Leaders must set boundaries, take leave, and encourage teams to do the same.

Boss Under Pressure: Growth Needs Clarity

Employees often feel stuck. Managers often feel misunderstood. Clear career pathways, open goal discussions, and shared expectations help reduce friction.

Team Connection Matters

Human connection remains the most powerful antidote to stress. Through team-building, organisations create space for collaboration and trust. Cross-level mentorship helps bridge generational gaps and aligns values. Shared goals give everyone a sense of purpose beyond daily tasks, strengthening team cohesion from the inside out.

Final Thoughts

This project offered a deeper understanding of the hidden weight many leaders carry. At times, solutions don’t require major overhauls—just meaningful dialogue. Often, it’s about creating moments where people feel seen, heard, and supported. Ultimately, the simplest actions can drive the biggest shifts.

Boss Under Pressure: Let’s Get Real

As someone who leads teams and partners with business owners, I witness the pressure firsthand. Across industries, overworked managers push through to support their people. Meanwhile, employees crave recognition, growth, and genuine connection. Behind every small business is a leader trying to keep pace with larger firms while protecting their team. Still, I continue to see resilience, innovation, and an unwavering commitment to people. Leaders are human—so let’s finally build systems that treat them that way.