Burnout or… Breakthrough?
In the 44th episode of Why Care? I had the great pleasure of speaking to the wonderful Rosie Nixon, former Editor-in-Chief of HELLO! Magazine and author of four books. In the episode, Rosie opens up about the burnout that often comes with career highs, being defined by our professional lives, and the unique experiences of middle-aged women in the workforce. Rosie’s discussion of what wellbeing looked like in her journey - her ‘breakthrough’- sparked my thoughts on how the same concept of well-being (and avoiding burnout), plays out for different groups of people.
What does employee well-being mean?
Employee well-being refers to the physical, mental, and emotional health of individuals, both in the workplace and outside of it. This includes job satisfaction, psychological safety, work-life balance, and stress management among other things. Wellbeing can be supported in environments where people feel valued, supported, and have opportunities for growth and development. Prioritising it boosts productivity and employee retention, and most importantly makes our workplaces pleasant places to be!
Wellbeing looks different for all of us
Wellbeing is a deeply personal concept, and its definition can vary significantly from one individual to another. Having said that, people who share similar identity markers tend to have similar needs. For instance, working parents often face significant stress from simultaneously juggling professional and family responsibilities. Beyond this, parents from lower socioeconomic backgrounds are even more disproportionately affected, as reliable childcare support may be less accessible to them than their peers.
Along the same vein, employees from underrepresented backgrounds may encounter unique stressors such as subtle acts of exclusion (microaggressions), a lack of cultural understanding, and stereotyping (positive or negative), all of which can create anxiety and negatively impact psychological safety. For more on subtle acts of exclusion and stereotypes, read through ‘Why Do We Experience the Same Workplaces Differently?’.
One of the most common concerns that women face in the workplace is the often consistent disturbance of monthly menstrual cramps vis a vis sick leave, which is currently the same for both men and women in the UK. One survey of 3,000 participants found that as many as 59% of women rate their pain as ‘severe’. Spain is one country that has implemented legislation allowing women additional days off to accommodate this. This law is an example of valuing equity over equality, as the latter is sometimes a disservice. Disappointingly, in 2023, the UK Government rejected the piloting of menopause leave due to fears it would discriminate against men - dogmatically focusing on equality rather than equity.
What can you do to optimise your team’s wellbeing?
We all have a role to play, but as leaders, our potential for positive impact is particularly heightened.
Creating a culture of psychological safety is foundational. Employees should feel comfortable voicing their wellbeing needs without fear of negative repercussions or judgement. Regular check-ins and open dialogues about mental health can support this culture. This could be as simple as using open questions such as ‘What support might help you manage this situation?’ instead of closed questions such as, ‘Are you okay?’, that invite more specific, binary responses.
Wellbeing initiatives, such as Rosie’s Reinvention Retreats, are the most effective and direct way to drive progress. Leaders should work to understand the unique needs of each team member since there is no cookie-cutter solution. Working parents and women in particularly (although not restricted to) may request flexible schedules or hybrid working, employees from underrepresented backgrounds might benefit from targeted coaching, those with learning difficulties may appreciate specialised technology (e.g. speech-to-text software), while individuals with health conditions may require ergonomic equipment, and so on!
Nobody knows what help we need better than ourselves, so keep that at the centre of your approach.
How can Avenir help?
At Avenir, we offer an Inclusive Leadership Programme, which provides you with the support you need to create meaningful and sustainable change within your teams.
Beyond Discomfort: Why inclusive leadership is so hard (and what you can do about it) explores how organisations can utilise discomfort constructively to create healthy work environments and happy employees. You can get your hands on a copy of the book here. It is also available as an audiobook. Happy reading!