Preventative, adequately funded, high effort occupational stress interventions have better returns on investment. Conversely, the delivery of training to employees who will never use the knowledge, or already have those skills, wastes their time and organizational resources. Instead, training should start with a needs assessment to diagnose what potential problems should be addressed before they inflict lasting harm. Once these objectives are identified, the program should be designed and delivered, preferably by an expert to ensure transfer of training and minimize liability. Job stress interventions include mindfulness, EAPS, psychotherapy (e.g., acceptance and commitment therapy, exposure therapy; to be delivered by a licensed professional), relaxation, mild physical exercise, and coaching, among others. Some are commercially available, and others are freely available online. Participation should be incentivized, but not mandatory, even though poor attendance is an obstacle to program outcomes.