Page 4 - The Leadership Line: March 2022

International Women’s Day: March 8

Imagine a gender equal world.

A world free of bias, stereotypes, and discrimination. A world that’s diverse,
equitable, and inclusive. A world where difference is valued and celebrated.
Together we can forge women’s equality.
Collectively we can all #BreakTheBias.
Celebrate women’s achievement. Raise awareness against bias.
Take action for equality.

International Women’s Day is a global day celebrating Celebrate the women on your team, thank them and
the social, economic, cultural, and political commit to investing equal effort into their development
achievements of women. The day also marks a call to as their male counterparts.
action for accelerating women’s equality.
IWD has occurred for well over a century, with the Learn more at:
first IWD gathering in 1911 supported by over a
million people. Today, IWD belongs to all groups https://www.internationalwomensday.com/
collectively everywhere. IWD is not country, group, or
organization specific.

Is Your Team Experiencing Burn Out?

Workplace burnout has been on the rise since the start of the pandemic. While the World Health Organization
recently recognized workplace burnout as a medical condition that could also be considered a mental health issue, a
stigma surrounding mental health in the workplace may still exist within your teams. This can be a primary reason
your employees feel reluctant to confide in you or their manager about their own challenges with burnout and
mental health. As a result, they shoulder the responsibility on their own, resulting in fast declines in productivity,
performance, happiness, and mental health.
Everyone has a different breaking point and react to stress in different
ways. Employees might experience burnout at any time and in any stage of Leading causes of
their careers. It makes no difference if they have worked for the company burnout include:
for 9 days, 6 months, or 2 years. Burnout can lead to major medical and » Poor communication from
psychological problems like depression, heart disease, and diabetes if left peers and managers
unchecked. Here are three warning signs your team members are burnt out:

1. Decreased productivity and performance » Unclear job expectations
» Dysfunctional workplace
2. Increased cynicism towards coworkers and clients dynamics
» They are belligerent, aggressive, and adversarial with clients » Being overworked and
» Openly complain about the clients they work with underappreciated
» Combative and argumentative » Feeling the need to be

» Openly declare they are dissatisfied with MIL constantly connected to work
» No longer coachable or receptive to criticism » Being micromanaged
3. Detached From the Company

Re-engaging burnt-out employees is not an overnight fix. It can take weeks, months, or in some instances, it is too
late from the employee’s perspective. Regardless, managers must accept responsibility for causing workplace stress
to prevent it from continuing. To begin, managers should meet with their team on a regular basis, one-on-one, to
assess their mental and professional well-being. Rather than dismissing their complaints or bad criticism, the goal is
to actively listen and be receptive. When an employee opens up about their worries, the worst thing a manager can
do is become defensive or criticize the person. Make finding a solution that not only supports the employee but also
relieves part of their workload is a top priority. If you are unable to do so, be honest with the employee rather than
giving them false hope.