Women make up about half the workforce. Why, then, should they have to shoulder the majority of so many professional challenges, such as burnout, microaggressions, and lack of support? It’s a good question. And you’ll have many more after reading through Deloitte’s 2022 “Women @ Work 2022: A Global Outlook” report.
Deloitte’s eye-opening statistics reveal that 53% of women experience more stress now in 2022 than last year, over half will leave their employers within two years, and one-quarter say their job satisfaction and motivation are poor or very poor. These are bleak numbers that should serve as a major wake-up call to leaders who can’t afford to lose talented team members.
Though it’s impossible to fix these problems overnight, companies must start addressing them. It doesn’t make sense to ignore issues that could be corrected with some future-forward strategical thinking. If you’re in a leadership position, try the following techniques to help the women on your team regain confidence, enthusiasm, and power. (Hint: You can also use these tips in your own life.)
1. Encourage them to set and keep boundaries.
I never quite realized the benefit of setting and keeping personal boundaries until I became a parent. Creating boundaries for your children gives them freedom within safe parameters. But boundaries aren’t just for kids. They’re for adults, too. That’s one of the reasons I’m a firm believer in the value of having some “lines in the sand” as a successful professional woman.
Women historically have taken on a lot of responsibilities that pull them in multiple directions. Even now, women with domestic partners who are men generally do the laundry, cleaning, meal preparation, and childcare, according to Gallup. This can make it hard for them to find any sense of downtime — and downtime is essential to mental health and well-being. The Cleveland Clinic explains that without brain breaks, anyone can inch closer to burnout and chronic stress.
During your one-on-ones with the women on your team, ask them about their work-related boundaries. Are they answering emails and texts on demand? Do they ever get a chance to truly “turn off?” You might have to coach them on the best ways to not just establish but stick to boundaries. Oh, and be sure you respect their boundaries as part of your mentorship and management.
2. Empower them to see beyond their perceived limitations.
Many people struggle with limiting beliefs. These are beliefs that tell us we can’t possibly do something. Maybe it’s starting our own business, snagging a promotion, or asking for a raise. Limiting beliefs don’t just get in the way. They can halt progress and make a woman feel unworthy to compete at a higher level.
Tonya Towles leads the Keller-Williams PCS Pro Team, which helps military families invest in real estate and navigate PCS moves. Towles is passionate about helping other women overcome their limiting beliefs: “If you’re operating with limiting beliefs, identify why and where they’re coming from,” she advises. “Keep going until you get to the root. Discovering why you have limiting beliefs and seeing whether there is no barrier means you can put on your running shoes and run harder when other people limit you.”
As the women you work with begin tackling their limiting beliefs, give them the resources they need to keep going. For instance, agile problem-solving techniques take away the fear of failure by looking at losses as learning opportunities. Being able to fail fast and move on can defuse the intensity and strength of limiting beliefs. The agile technique also urges resilience and self-assurance. After all, once someone breaks past an artificial barrier, they start feeling more independent.
3. Make sure they have embedded support systems.
Do the women in your organization have enough support from your company to perform at high levels? Don’t assume that the answer is going to be “yes.” Women often don’t ask for what they need, as noted by executive coach, speaker, and author Sharon King Gabrielides.
In a LinkedIn article, Gabrielides cites a Carnegie Mellon University study that indicates men are four times more likely to ask for raises than women. The underlying causes aren’t always clear but might be affected by women feeling like they’re not valued as the critical contributors they are.
By offering support to your women employees, you assure them that they count. For example, you might want to make sure working moms or caregivers are able to flex their schedules. According to Survey Monkey, 14% of women admit they’ve considered quitting their jobs during the pandemic to better manage their familial duties (that’s compared to 11% of men). Don’t put your workers in the position to make that choice.
Ultimately, women bring fresh voices, widespread expertise, and unique experiences to the table. Be certain you’re encouraging and not overlooking their contributions.
