Workplace stress is more than just a bad day or a challenging week. It has become a pervasive issue in the modern professional environment, contributing to decreased productivity, higher employee turnover, and significant health problems. A 2021 study from the American Psychological Association found that nearly 3 in 5 employees reported negative impacts of work-related stress, including a lack of interest, motivation, and energy. Vague advice like “manage your time better” or “try to relax” is no longer sufficient. What corporate professionals and organizational leaders need is a robust toolkit of proven, practical, and evidence-based workplace stress management strategies.

This guide is designed to provide exactly that. We move beyond generic tips to deliver a comprehensive roundup of 10 actionable strategies that address stress from multiple angles, from individual practices to systemic organizational shifts. Each item on this list is structured for immediate application, providing clear implementation steps, real-world examples, and scientific backing to support its effectiveness. For instance, research published in the Journal of Occupational Health Psychology demonstrates that interventions targeting both individual coping skills and organizational stressors yield the most significant and lasting reductions in employee strain. A meta-analysis in JAMA Internal Medicine confirmed the powerful role of mindfulness meditation in reducing psychological stress. Furthermore, a 2019 study in Occupational Medicine found that multi-component stress management interventions, combining individual and organizational approaches, were most effective for improving employee well-being.

Whether you are an individual employee feeling overwhelmed, a manager seeking to support your team, or an executive aiming to build a resilient and thriving organizational culture, this article offers a definitive roadmap. You will learn how to implement tangible changes that not only mitigate stress but also enhance wellbeing, engagement, and overall performance. Let’s explore the strategies that can transform your workplace from a source of strain into an environment of sustainable success.

1. Mindfulness and Meditation

Mindfulness is the practice of maintaining a nonjudgmental, moment-by-moment awareness of our thoughts, feelings, bodily sensations, and surrounding environment. This ancient technique, popularized in the West by figures like Jon Kabat-Zinn, serves as a powerful tool for modern professionals. By creating a mental pause between a stressful trigger and your reaction, mindfulness helps you respond intentionally rather than reflexively, a cornerstone of effective workplace stress management strategies.

Scientific evidence robustly supports its benefits. A meta-analysis in the Journal of Management found that mindfulness training significantly reduces employee stress and burnout. Another study in JAMA Internal Medicine demonstrated its effectiveness in alleviating anxiety and depression symptoms. A 2018 study published in Mindfulness showed that even brief, daily mindfulness exercises delivered via a smartphone app could significantly lower job stress and increase job satisfaction among employees. This practice works by quieting the “default mode network” in the brain, the area responsible for mind-wandering and rumination, which often fuels stress cycles.

How to Implement Mindfulness at Work

Leading companies like Google, with its ‘Search Inside Yourself’ program, and Microsoft have successfully integrated mindfulness into their corporate culture. You can start applying these principles immediately:

• Actionable Step: The 3-Minute Breathing Space. Set a recurring calendar reminder for mid-morning and mid-afternoon. When it pops up, stop what you’re doing. For one minute, notice your thoughts and feelings. For the second minute, focus solely on the sensation of your breath. For the final minute, expand your awareness to your entire body. This simple, structured exercise can reset your nervous system.
• Start Small: Begin with 5-10 minute guided meditations using apps like Headspace or Calm. Block this time in your calendar like any other important meeting.
• Practice Mindful Moments: You don’t need a formal session. Practical Example: While walking to the coffee machine, focus only on the feeling of your feet on the floor and the movement of your body, rather than mentally rehearsing your next meeting.
• Learn More: For deeper techniques on calming an overactive mind, explore these methods to quiet your mind.

This strategy is particularly effective for those feeling overwhelmed by constant notifications, back-to-back meetings, and a seemingly endless to-do list. It builds mental resilience, allowing you to navigate high-pressure situations with greater clarity and composure.

2. Regular Physical Exercise and Movement

Regular physical activity is one of the most effective workplace stress management strategies, serving as a powerful physiological counterbalance to mental strain. Movement helps metabolize stress hormones like cortisol and adrenaline while simultaneously boosting the production of mood-enhancing endorphins. This biological process, championed by experts like Dr. John Ratey in his work on the neuroscience of exercise, improves everything from cardiovascular health to sleep quality, fortifying your overall mental resilience.

The science is definitive. A study in the Journal of Occupational Health Psychology revealed that employees who exercised regularly reported lower levels of perceived stress and higher job satisfaction. Research published in Preventive Medicine found that even low-intensity activities, like walking, can significantly improve mood and reduce stress symptoms. Another analysis in The Lancet Psychiatry confirmed the strong link between physical activity and reduced risk of depression, a common consequence of chronic workplace stress.

How to Implement Physical Activity at Work

Leading organizations actively promote physical well-being. Patagonia encourages employees to engage in outdoor recreation, while companies like Cisco and Google build state-of-the-art on-site fitness facilities. You can integrate more movement into your workday with these steps:

• Actionable Step: Schedule “Activity Snacks.” Block two 15-minute slots in your daily calendar labeled “Movement Break.” Use this time for a brisk walk around the building, climbing a few flights of stairs, or doing a set of stretches at your desk. Treat these appointments as non-negotiable.
• Embrace Movement Breaks: Use a timer to remind yourself to stand up, stretch, or walk around for 5-10 minutes every hour. This breaks up sedentary time and resets your focus.
• Rethink Your Meetings: Practical Example: For your next one-on-one or brainstorming session with a small group, propose a “walking meeting.” The change of scenery and light physical activity can boost creativity and reduce meeting fatigue.
• Find Natural Ways to Reduce Cortisol: Exercise is a primary method for hormonal balance. Explore these techniques to reduce cortisol levels naturally.

This strategy is especially beneficial for professionals in sedentary roles who feel mentally drained and physically stiff by the end of the day. By regularly engaging in physical movement, you can dissipate tension, boost energy levels, and build a stronger defense against stress.

3. Time Management and Prioritization

Effective time management is the strategic organization of your tasks to create a sense of control and reduce overwhelm. This approach, championed by thinkers like Stephen Covey and David Allen, is more than just creating a to-do list; it’s about making conscious choices about what to work on and when. By distinguishing between urgent and important tasks, you prevent the constant feeling of being behind, a major source of workplace stress.

A study published in the International Journal of Environmental Research and Public Health found a direct negative correlation between time management skills and perceived stress levels among employees. Furthermore, research in the Journal of Applied Psychology linked effective time management behaviors to higher job satisfaction and lower levels of burnout and emotional exhaustion. A 2017 study in the Journal of Health Psychology also found that teaching time management skills was an effective intervention for reducing stress and improving well-being in a high-pressure academic setting. This strategy works by giving you agency over your workload, transforming a chaotic schedule into a manageable plan.

How to Implement Time Management at Work

Companies like Microsoft and Basecamp build time management principles into their tools and culture, emphasizing focused work and reasonable hours. You can adopt similar powerful practices:

• Actionable Step: The “Top 3” Method. At the end of each workday, identify the three most important tasks you must accomplish the next day. Write them down. When you start work in the morning, focus on completing these three items before moving on to less critical tasks or getting pulled into reactive work.
• Use the Eisenhower Matrix: Practical Example: Before starting your day, quickly categorize your to-do list: Is that report Urgent and Important (Do now)? Is planning for next quarter’s project Important but Not Urgent (Schedule time for it)? Is that routine administrative request Urgent but Not Important (Delegate if possible)?
• Time-Block Your Calendar: Allocate specific blocks of time for “deep work” on important projects. This protects your focus from interruptions and constant context-switching.
• Learn to Say ‘No’: Politely decline non-essential requests that don’t align with your key priorities. For a deeper dive, consider exploring this article on the impact of poor time management on employee well-being.

This strategy is particularly effective for professionals juggling multiple projects and deadlines. By intentionally structuring your day, you replace reactive stress with proactive control, making it one of the most fundamental workplace stress management strategies available.

4. Social Support and Team Building

Humans are inherently social creatures, and the quality of our workplace relationships directly impacts our resilience to stress. Social support involves cultivating a network of colleagues who provide emotional validation, practical assistance, and a crucial sense of belonging. This approach, championed by researchers like Brené Brown through her work on vulnerability, transforms the workplace from a source of pressure into a source of strength, making it a vital component of any effective set of workplace stress management strategies.

The power of social connection is well-documented. A study in the Journal of Occupational Health Psychology found that strong supervisor and coworker support significantly buffers the negative effects of job strain. Research from Google’s Project Aristotle famously identified psychological safety, the shared belief that a team is safe for interpersonal risk-taking, as the single most important dynamic in high-performing, low-stress teams. Furthermore, a meta-analysis published in Social Science & Medicine confirmed that robust social networks are linked to better overall health and longevity, reinforcing their importance in mitigating chronic workplace stress.

How to Foster Social Support at Work

Leading organizations actively build supportive cultures. Salesforce utilizes Employee Resource Groups (ERGs) to create community, while Johnson & Johnson offers extensive employee assistance programs. You can integrate these principles into your team dynamics:

• Actionable Step (for Managers): Start meetings with a non-work check-in. Begin your weekly team meeting with a simple, structured prompt like, “What was a small win for you last week (personal or professional)?” or “Share one thing you’re looking forward to.” This consistently carves out space for human connection.
• Create Informal Social Spaces: Practical Example: If your team is remote, create a dedicated Slack or Teams channel for non-work topics like hobbies, pets, or travel. For in-person teams, organize a monthly team lunch where shop-talk is explicitly off-limits.
• Normalize Vulnerability: Leaders can set the tone by openly sharing their own challenges and mistakes. This creates psychological safety and encourages others to seek help without fear of judgment.
• Celebrate Wins Together: Make a conscious effort to publicly acknowledge and celebrate both individual and team milestones. This reinforces a sense of shared purpose and mutual appreciation.

This strategy is especially powerful for combating feelings of isolation, whether in remote or in-office environments. It builds a collective defense against burnout by ensuring no one has to face professional pressures alone.

5. Workplace Flexibility and Remote Work Options

Workplace flexibility is an organizational approach that gives employees a degree of control over when, where, and how they work. This strategy moves beyond rigid 9-to-5, in-office structures to embrace arrangements like remote work, hybrid models, and flexible hours. By granting autonomy, companies empower employees to better integrate their professional responsibilities with personal needs, directly targeting sources of stress like long commutes, family care conflicts, and the pressure of a one-size-fits-all schedule.

The scientific backing for this approach is substantial. A study published in the Journal of Applied Psychology found that employees with greater schedule control reported lower levels of psychological distress and burnout. Research in Community, Work & Family showed that remote work can significantly reduce work-family conflict, a major stressor for many professionals. Furthermore, a Stanford study of 16,000 workers over 9 months found that working from home increased productivity by 13% and improved work satisfaction, leading to a 50% drop in employee attrition.

How to Implement Flexibility and Remote Work Effectively

Pioneered by tech giants and now normalized globally, flexibility has been successfully adopted by companies like Salesforce and Automattic. To make it one of your core workplace stress management strategies, focus on structure and trust:

• Actionable Step: Establish “Core Collaboration Hours.” Instead of a rigid 9-to-5, define a shorter window (e.g., 10 AM to 3 PM) when everyone is expected to be available for meetings and rapid communication. This provides predictability for teamwork while giving individuals flexibility at the start and end of their day.
• Provide Necessary Resources: Practical Example: Offer a one-time stipend of $500 for new remote employees to purchase an ergonomic chair, an external monitor, or other equipment to create a comfortable and productive home office.
• Promote Boundary Setting: Actively encourage employees to set firm boundaries between their work and personal lives. Managers should lead by example, avoiding after-hours communications unless absolutely necessary.
• Ensure Equity: Create processes that guarantee remote and hybrid workers have the same opportunities for advancement and recognition as their in-office counterparts.

This strategy is particularly powerful for organizations aiming to attract and retain diverse talent and reduce systemic stress. It demonstrates trust in employees, boosts morale, and allows individuals to work during their peak productivity hours, leading to a healthier, more engaged workforce.

6. Professional Development and Career Growth

Investing in employee learning and career growth is a powerful, often overlooked, workplace stress management strategy. When employees feel stagnant or uncertain about their future, it breeds anxiety and disengagement. Providing clear pathways for advancement, skill development, and recognizing achievements gives employees a sense of purpose, control, and forward momentum, directly counteracting feelings of being stuck or undervalued.

Scientific literature supports this connection. A study in the International Journal of Environmental Research and Public Health found a significant negative correlation between career development opportunities and occupational stress. Further research in the Journal of Vocational Behavior highlights that a clear career path enhances job satisfaction and reduces turnover intentions, both of which are linked to lower stress levels. Another study published in Human Resource Management demonstrated that skill development programs boost employee self-efficacy, making them more confident and resilient in the face of workplace challenges.

How to Implement Career Growth Initiatives

Leading organizations understand that growth is a key motivator. Amazon’s Career Choice program funds full college tuition for frontline employees, while companies like Starbucks offer similar benefits through their College Achievement Plan. These initiatives signal a deep investment in an individual’s future.

• Actionable Step: Create an Individual Development Plan (IDP). As a manager, work with each team member to create a simple one-page document outlining their career goals for the next 1-2 years, the skills they need to develop, and the specific actions (e.g., courses, mentorship, projects) they will take. Review this plan quarterly.
• Create Transparent Career Frameworks: Practical Example: A software company could publish a clear guide showing the technical skills, project leadership experience, and communication abilities required to move from a Junior Developer to a Senior Developer, and then to a Principal Engineer.
• Offer Diverse Learning Formats: Provide a mix of learning opportunities, such as access to platforms like LinkedIn Learning or Coursera, in-person workshops, mentorship programs, and cross-departmental projects.
• Recognize Learning Achievements: Publicly and privately celebrate when employees complete a certification, learn a new skill, or take on a stretch assignment. This reinforces a culture that values growth.

This strategy is especially effective for organizations looking to increase employee retention and motivation. By showing employees they have a future within the company, you alleviate a major source of chronic stress and build a more engaged, resilient, and forward-thinking workforce.

7. Stress Management Training and Wellness Programs

Moving beyond individual coping mechanisms, structured Stress Management Training and Wellness Programs represent a proactive, organizational commitment to employee wellbeing. These formal initiatives teach evidence-based techniques and provide ongoing support, addressing physical, mental, and emotional health through education, resources, and preventive interventions. By embedding these programs into the corporate fabric, organizations normalize the conversation around stress and equip their workforce with practical, life-long skills.

The efficacy of these programs is well-documented. A randomized controlled trial published in the Journal of Occupational and Environmental Medicine showed that comprehensive wellness programs significantly reduced employee stress levels and improved health behaviors. Another study in Psychosomatic Medicine found that such interventions led to a notable decrease in physiological stress markers, including cortisol. Furthermore, a meta-analysis in Health Psychology Review confirmed that workplace stress management training effectively enhances employees’ coping skills and psychological health.

How to Implement Wellness Programs at Work

Pioneering companies like Johnson & Johnson, with its long-standing “Live for Life” program, and Google, through its emotional intelligence training, demonstrate the profound impact of a well-designed strategy. Here’s how to build an effective program:

• Actionable Step: Launch a “Wellness Wednesday” Initiative. Dedicate a specific time each Wednesday for a wellness-related activity. This could be a 30-minute webinar on financial health, a guided meditation session, or a workshop on nutrition. Consistency makes it an expected and valued part of the work week.
• Ensure Accessibility: Practical Example: When offering a stress management workshop, provide a live in-person session, stream it virtually for remote employees, and record it for those who cannot attend at that time. This inclusive approach maximizes participation.
• Secure Leadership Buy-In: Leadership participation is crucial. When leaders actively engage in wellness initiatives, it signals that employee health is a genuine organizational priority.
• Incorporate Diverse Techniques: Include a range of practices from financial wellness workshops to guided breathwork sessions. For a deeper understanding of its benefits, explore the essentials of guided breathwork.

This strategy is ideal for organizations looking to create a systemic, lasting cultural shift toward health and resilience. It moves the needle from a reactive approach to a preventive one, fostering an environment where employees feel supported and empowered to manage stress effectively.

8. Clear Communication and Expectation Setting

Ambiguity is a significant, yet often overlooked, driver of workplace anxiety. Clear communication is the practice of transparently and consistently defining job responsibilities, performance expectations, and organizational changes. This strategy, championed by thinkers like Kim Scott and Patrick Lencioni, serves as a powerful antidote to uncertainty. By establishing predictability and ensuring employees see the connection between their work and company goals, clear communication is one of the most fundamental workplace stress management strategies.

The scientific backing for this approach is strong. A study published in the Journal of Occupational Health Psychology found a direct link between role ambiguity and increased emotional exhaustion and burnout. Research in The International Journal of Human Resource Management highlights that clear communication from leadership during organizational change significantly mitigates employee stress and resistance. Furthermore, a Frontiers in Psychology study demonstrated that when employees perceive communication as transparent, their job satisfaction increases and stress levels decrease.

How to Implement Clear Communication at Work

Companies known for their culture, such as Netflix with its emphasis on transparent feedback and Patagonia with its clearly communicated mission, exemplify this principle. You can foster a similar environment of clarity on your team or within your organization:

• Actionable Step: Use a Project Kickoff Checklist. For every new project, use a standardized template that explicitly answers: What is the goal? Who is responsible for what (use a RACI chart)? What are the key deadlines? What does success look like? Sharing this document eliminates ambiguity from the start.
• Define Roles with Precision: Practical Example: Instead of a vague job description, create a “Role and Responsibilities” document for each team member that outlines their top 5 accountabilities and the key metrics by which their performance in those areas is measured.
• Communicate Proactively: When organizational changes occur, address them head-on. Explain the decision, the reasoning behind it, and what it means for employees. Be honest about any uncertainties.
• Use Multiple Channels: Reinforce important messages. Follow up a verbal announcement with a written summary via email or an internal messaging platform to ensure the information is absorbed and can be referenced later.

This strategy is particularly crucial during periods of transition, high-stakes projects, or when team members are working remotely. It builds a foundation of psychological safety, allowing employees to focus their energy on productive work rather than on deciphering mixed signals or worrying about their standing.

9. Boundary Setting and Work-Life Balance

Boundary setting is the practice of establishing clear, firm limits around your work to protect your personal time, energy, and mental health. Popularized by thinkers like Sheryl Sandberg and Brigid Schulte, this concept challenges the “always-on” culture by treating personal life as a non-negotiable component of professional success. By creating a distinct separation between your job and your life, you prevent the chronic stress accumulation that leads directly to burnout, making it one of the most vital workplace stress management strategies.

The scientific backing for strong work-life boundaries is compelling. Research in the Journal of Occupational and Environmental Medicine found that employees with better boundary control reported lower levels of psychological strain and emotional exhaustion. A study in the International Journal of Stress Management linked poor work-life balance to increased family conflict and negative health outcomes. Furthermore, a 2017 study in Work & Stress revealed that the mere expectation of being available after hours is enough to induce anxiety, regardless of whether you actually work.

How to Implement Boundaries at Work

Forward-thinking companies are recognizing the power of institutionalizing boundaries. France famously introduced “right to disconnect” legislation, while Daimler implemented a policy to auto-delete emails sent to employees on vacation. You can foster a similar culture of respect for personal time:

• Actionable Step: Implement an “End-of-Day” Ritual. Create a simple routine to signal the end of your workday. This could be tidying your desk, writing your to-do list for tomorrow, and then closing your laptop. This physical act helps your brain disconnect from work mode.
• Model from the Top: Practical Example: A manager can use the “schedule send” feature in their email client to write emails in the evening but have them delivered during normal working hours the next morning. This respects their team’s personal time.
• Establish Clear Policies: Create explicit guidelines, such as “no-email” hours (e.g., 7 PM to 7 AM) and discourage the use of work communication channels on weekends.
• Mandate Time Off: Implement policies that require employees to use their vacation time. Asana, for example, has experimented with mandatory time off to ensure teams fully recharge.

This strategy is crucial for individuals and teams feeling the constant pressure of a hyper-connected workplace. It directly combats the primary drivers of burnout by enabling true recovery and reinforcing the value of employee wellbeing.

10. Organizational Culture Change and Values Alignment

Organizational culture change is the deliberate transformation of workplace norms, values, and behaviors to prioritize employee wellbeing. This strategy moves beyond surface-level perks to address the root causes of stress, such as a lack of psychological safety or a mismatch between company values and daily practices. Pioneered by thinkers like Edgar Schein, this approach ensures that all other workplace stress management strategies are sustainable because they are embedded in the company’s DNA. When values genuinely prioritize people, stress reduction becomes an organizational outcome, not just an individual responsibility.

A supportive culture has a profound impact on employee health. Research in the International Journal of Environmental Research and Public Health found that a positive organizational culture is a significant predictor of lower employee stress and higher job satisfaction. A study from the Journal of Occupational and Environmental Medicine also demonstrated a direct link between a healthy workplace culture and reduced rates of absenteeism and turnover. Furthermore, a 2020 study in the Journal of Applied Psychology showed that a “climate of respect” was a key cultural factor in reducing employee burnout and improving mental health. This works by creating an environment where employees feel safe, valued, and empowered to manage their work-life balance without fear of reprisal.

How to Implement Culture Change at Work

Companies famous for their strong cultures, like Southwest Airlines (employee-first) and Patagonia (values-driven), prove this is a powerful business strategy. You can begin shifting your organization’s culture with a focused approach:

• Actionable Step: Incorporate a “Wellbeing” metric into performance reviews. Add a section where managers and employees discuss work-life balance, stress levels, and alignment with company values. This formalizes the conversation and signals that wellbeing is as important as performance output.
• Assess and Listen: Practical Example: Use a simple, anonymous “pulse survey” tool to ask questions like, “On a scale of 1-10, how manageable is your workload?” and “Do you feel your manager supports your work-life balance?” This provides actionable data to identify stress hotspots.
• Empower Culture Champions: Identify and support employees at all levels who can act as ambassadors for the new culture. To continually improve, gaining insights by understanding reasons for employee departure through exit surveys is crucial for identifying systemic stressors.
• Integrate and Reinforce: Embed wellbeing values into every part of the employee lifecycle, from hiring and onboarding to performance reviews and promotion criteria. Consistently communicate and celebrate cultural wins.

This foundational strategy is most effective for organizations experiencing high turnover, low morale, or burnout. It addresses systemic issues that individual coping mechanisms cannot solve, creating a workplace where employees can truly thrive.

10-Point Comparison: Workplace Stress Management Strategies

Take Action Today: Building a Stress-Resilient Workplace

Navigating the landscape of workplace stress can often feel like an overwhelming journey without a map. However, as we’ve explored through these ten comprehensive workplace stress management strategies, you are not without a compass. The path to a healthier, more productive, and resilient professional life isn’t paved with a single solution but rather with a mosaic of intentional practices, supportive policies, and a fundamental shift in mindset.

We’ve covered a wide spectrum of interventions, from the deeply personal practice of mindfulness and the physiological benefits of regular exercise to the systemic impact of organizational culture and clear communication. The key takeaway is that effective stress management is a shared responsibility. It requires proactive effort from individuals to set boundaries and manage their time, combined with a commitment from leadership to foster psychological safety, provide flexibility, and invest in employee well-being.

From Knowledge to Action: Your Next Steps

The true value of these strategies lies not in knowing them, but in applying them. Staring at a list of ten action items can be paralyzing, so the goal is to start small and build momentum. Choose one individual strategy and one organizational concept to focus on this week.

• For Individuals: Could you block 15 minutes on your calendar for a “microbreak” walk each afternoon? Can you apply a prioritization matrix like Eisenhower’s to your to-do list tomorrow morning? A study published in the Journal of Occupational Health Psychology found that even small, self-initiated recovery activities during the workday can significantly reduce fatigue and enhance well-being.
• For Leaders and Managers: How can you improve clarity in your next team meeting? Could you explicitly acknowledge the importance of work-life balance and lead by example by logging off at a reasonable hour? Research from Harvard Business Review consistently shows that manager support is a critical factor in mitigating employee burnout and fostering engagement.

The Power of a Systemic Approach

Mastering workplace stress is about moving from a reactive “firefighting” mode to a proactive, preventative one. It’s about building a robust internal and external support system. This involves cultivating personal resilience through techniques like cognitive reframing and seeking social support, while advocating for and contributing to a workplace environment where such efforts are encouraged, not stigmatized.

The strategies discussed are not just “nice to have” perks; they are essential components of a high-performing organization. A workplace that actively manages stress sees tangible returns in the form of reduced absenteeism, lower turnover, and higher innovation. A 2021 study in Frontiers in Psychology confirmed that organizational initiatives promoting a healthy work-life balance were directly linked to increased job satisfaction and reduced intentions to leave among employees. Building this culture creates a virtuous cycle: supported employees are more engaged, and engaged employees contribute to a more positive and productive environment for everyone.

The journey to creating a stress-resilient workplace begins with a single, conscious choice to act. Whether you are an executive, a team leader, or an individual contributor, you have the power to influence your environment and your own well-being. The strategies in this article provide the blueprint. The next step is to pick up the tools and begin building.

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