Today, I want to talk about what we can do to make space for mental wellbeing at work. I’ve spoken on this topic frequently, run webinars on it, and even last week led a roundtable discussion on it. We are at a crisis level for women’s wellbeing at work.
Throughout the pandemic, women have most definitely carried a disproportionate amount of mental load and emotional labor both at work and at home. This is leading to exhaustion and burnout, at a minimum, and at the other end of the spectrum, dropping out of the workforce altogether to become full-time caregivers.
What can we do to foster wellbeing and minimize burnout for women and prevent them from reaching the point where they feel they must leave the workforce?
I want to share a few things that we can do to move the needle forward and to nurture a healthier workforce for men and women, but especially women, given what is going on in the world.
See Each Other As Human Beings – Let’s start with recognizing the situation for what it is and seeing each other as human beings first and foremost. Ask women how they are doing, really ask and go beyond the platitudes of “I’m fine.” or “Good.” Ask them how their family is doing. Ask what kind of support they need? It’s exhausting when your child is sick and the caretaking defaults to you, as the mom – now you have to juggle work expectations and caregiving duties. Add on to it the pandemic specific questions like – Is school virtual today or in person? Is my office open or closed? How much notice do I get of these changes? … and so many more questions like this. Check to see if you are viewing your team as human beings first.
Less Meetings – With so much work happening virtually, meetings seem like the best way to communicate. But, I urge you to consider whether information can best be communicated in another way? Does it have to be a meeting? On Zoom? Or can it be a phone call or an email? If it does need to be a meeting, does it need to be an hour? What about 30 minutes or shorter? Can it be a stand-up meeting? Does it need to be at 8 am every day? Rethink what needs to be communicated and how. Consider making one day a week a no meeting day (and not just Fridays).
Take Time Off – Encourage women to take time off and let them be/make sure they are off the clock, completely. That means, don’t call or interrupt this time. One of the complaints I hear most is that women feel like they cannot take time off or it isn’t worth it. I hear these sentiments on a regular basis: “I can’t take time off.” “Taking time off at work is discouraged.” “What I have to do to prepare to take time off is more exhausting than just working. And when I come back, it’s worse.” Make taking time off the respite it is meant to be so that women can catch a break, have time to breathe, and reset.
Unplug – It seems ridiculous to say “leave time for hobbies” when women are barely keeping their heads above water taking care of kids/family members and work, but making sure they are reserving time for revitalizing activities is self-serving and necessary for their mental wellbeing. So many women are doing things for everyone else that they don’t take any time for themselves. Boundaries to protect their time need to be checked and evaluated. Help them do this and make it easier for them to unplug!
Results Mindset – Shift to a results oriented view of work and productivity rather than a “butt in seat, I have to see you” view. If your team is getting their work done, what does it matter when or where they do the work? I know so many women who have had to time-shift to get their work done. Acknowledge that and appreciate it. Again and again. Normalize it. Focus on the results.
Celebrate Achievements – Recognizing and celebrating achievements is key to fostering a sense of satisfaction with work and home life. Celebrate accomplishments whether big or small, or work or personal related. Consider starting meetings with sharing wins. Taking the time to celebrate marks the milestone and acknowledges the work being done. We have such high expectations of ourselves and as a mom/employee. We don’t want to let anyone down. This appreciation develops and promotes a sense of satisfaction and a job well-done, which is sorely lacking these days.
Finally, I want to say that acknowledging other’s wellbeing starts with you acknowledging yours. Are you experiencing the same issues? Whether the answer is yes or no, be authentic in relating to the women on your team and what they are experiencing.
