Remote Help: 5 Tips to Improve Quality of Life for Your WFH Team
Learn tips her on how to make your remote team improve their work quality of life.
In 2023, women make up 47.7% of the global workforce. They are invaluable assets to any professional team, and yet many feel overlooked and under-supported by their workplace leaders.
“In 2023, #women make up 47.7% of the global workforce. They are invaluable assets to any professional team, and yet many feel overlooked and under-supported by their #workplace leaders. ”
Due to the fragmented nature of remote work, the well-being of isolated employees can be difficult to manage, leading to burnout and other forms of employee fatigue.
But women are often more vulnerable to the impacts of burnout than men.
That’s why companies need to offer better support, not just in the office, but for the large number of women working remotely, too. Here’s how every business can prioritize women’s wellness even when operating from a distance.
1. Put Measures In Place To Prevent Burnout
A 2022 McKinsey report has found that, compared to men working at the same level, women tend to do more to foster a culture of diversity and inclusivity. Plus, they do more to support employee well-being, whether they’re workplace leaders or simply conscientious employees.
While this recurring characteristic is certainly admirable, it can result in increased burnout and work-related exhaustion. In fact, while global burnout levels have hit record highs for everyone since the Covid-19 pandemic, women disproportionately experience its negative side effects.
This is often because far more women than men are primary caregivers. This means that they typically have more time constraints and pressure on them to perform outside of work.
“A 2022 @McKinsey report has found that, compared to men working at the same level, women tend to do more to foster a culture of #diversity and inclusivity. #femaleleaders”
Even those cis women in relationships where both members work full-time take on more home-related work than their male partners. Research from 2021 shows 59% of women say that they do more chores or at-home work than their partners. This can include looking after children, preparing food, shopping, traveling for supplies, attending school meetings, and more.
But while companies can’t directly interfere with female workers’ personal lives, they can lighten this unequal workload by creating policies and systems that actively prevent female burnout. These can include:
Providing flexible working hours – As long as work is completed within the required time frame, does it matter what hours it’s completed in? If working hours are not a hindrance to productivity or collaboration, they can easily become fluid. In a remote setting, flexible hours are easier to regulate than ever before.
Offer mental health leave – Mental health is just as important as physical health. Make sure your employees have the option to take a day (or several) off to recover when feeling overwhelmed.
Encourage and facilitate healthy activities – A balanced lifestyle can reduce the threat of burnout. Foster a culture of health and well-being through promoting exercise, nutritious meals, and providing satisfactory healthcare packages or benefits.
Preventing burnout is really just about investing in and paying attention to the general health of employees—both mental and physical. Just like all types of people of varying ages, when women feel nurtured and supported, they are far more likely to lead healthy, balanced, and productive lives.
“While companies can’t directly interfere with female workers’ personal lives, they can lighten this unequal workload by creating policies and systems that actively prevent #female #burnout. ”
2. Collect And Utilize Intersectional Data On Women
The more you understand about a demographic, the easier it is to provide the people within it with the support and resources they need most.
Women are not a monolith. There are many different ways to experience being a woman, with factors such as race, age, sexual orientation, class, faith, and caring responsibilities being some. Collecting and applying intersectional data on women can equip your company to support them more effectively.
3. Take Menstruation Seriously
A recent study shows that 87% of women who menstruate claim they experience stress and anxiety at work due to their period. The side effects can range from mild cramps and PMS to debilitating pain, mood swings, migraines, and more, all of which can negatively impact performance.
However, due to the rampant stigma that surrounds menstruation, most women don’t feel comfortable skipping work or even mentioning their discomforts for fear of judgment or disapproval.
But by fostering a culture of openness and acceptance around menstruation in the workplace and offering flexibility for employees during that phase, women’s quality of life can be drastically improved.
“By fostering a culture of openness and acceptance around #menstruation in the #workplace and offering flexibility for employees during that phase, women’s quality of life can be drastically improved. ”
4. Create A Woman-To-Woman Mentorship Program
Mentorship programs have consistently produced positive results for companies of all sizes across the globe. Part of why so many women feel isolated and underappreciated at work is due to the absence of guidance from people to whom they can relate on a deeper level. Even when working in a team, there’s often a disconnect and this can be exacerbated in a remote environment.
Scheduling regular sessions for younger female employees to connect with older, more experienced women in the workplace can work wonders for streamlining onboarding and productivity processes. Additionally, it can provide women with the guidance and support they need to grow more confident in their skills.
These sessions can take place via Zoom or another video calling app, or they can involve webinars, Q and A sessions, or any other format that solidifies a mentor and mentee relationship.
“Scheduling regular sessions for younger female employees to connect with older, more experienced women in the #workplace can work wonders for streamlining onboarding and productivity processes. #mentorship ”
5. Dismantle Imposter Syndrome
A recent report from the Harvard Business Review found that the average woman rates her own workplace performance as 33% lower than the average man.
We already know that women’s professional performance is not lower than men’s. So, why are we repeatedly downplaying our own achievements? Imposter syndrome plays a big role.
Register here for Take The Lead’s How To Shuck Imposter Syndrome course
“We already know that women’s professional performance is not lower than men’s. So, why are we repeatedly downplaying our own achievements? Imposter syndrome plays a big role. #impostersyndrome #genderinequity”
Imposter syndrome is the entrapping self-belief that no matter how experienced or skilled or qualified you are to handle a particular task, you will always feel like you either don’t deserve it or have somehow cheated your way into the position.
As much as 90% of women experience the effects of imposter syndrome—some to such a degree that it’s stopped them from starting their own businesses, applying for higher-up roles at work, or upskilling in an attempt to further their careers.
The population of men who experience imposter syndrome sits at around 80%, which is not low. Yet, it’s still lower than the level that women experience it. This tells us that, generally, women are more likely to doubt their professional abilities than men are, and that needs to change.
Companies can work to dismantle imposter syndrome by:
Recognizing and appreciating women’s achievements
Providing objective, comprehensive feedback on performance
Foster a culture of openness around professional insecurities
De-stigmatize imposter culture by raising awareness for it
It shouldn’t come as a surprise that so many women are susceptible to imposter syndrome. But just because weaponized female self-doubt has been such a big part of history, that doesn’t mean it needs to be a part of our future. In fact, all the more reason to debunk and dismantle it going forward.
Finding ways to improve the lives and workplace experiences of women is something that every company should take seriously. Hopefully, this list has shed some light on the oft-overlooked struggles of everyday women and provided some insight into how your business can lessen them.
Register here for Take The Lead’s Shuck Imposter Syndrome Course
Megan Hudson is a content champion for various online publications, often covering a range of business topics from finance for startups to small business accounting tips.