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Internal politics are biggest workplace struggle say study respondents

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office-politics

Earlier this month, Roar Training asked nearly 400 people to reflect on their biggest workplace struggles of 2019. What came out of this exercise was the realisation that huge numbers of people are genuinely unhappy at work, for reasons that are easily managed.

  • Scenarios that require collaboration and navigating interpersonal relationships are some of our biggest struggles
  • Over half (54%) struggle with feeling bored, unfulfilled or demotivated
  • For some work is somewhere they “dread going to”, with “toxic bosses”, “sexist cultures” and “political sociopaths”

Relationships with bosses also scored highly, though relationships with co-workers less so. Considerations around productivity, such as managing workload and handling emails, are less challenging.

What do employees want?

Roar Training also asked people ‘If you felt completely professionally fulfilled, what would be different?’ to gauge the changes that participants wanted to see within their professional lives.

More autonomy

Professional autonomy and the ability manage one’s own workload was a common theme, with respondents stating:

“I’d have total autonomy over how I worked my day/hours.”, “I’d like more autonomy and opportunity to manage my own work.” and “A manager that trusted my decisions and my ability to do the right thing, without always needing to check on me. I know what I am doing, I would like to be able to just get on.”
“I would be happier if I was able to use my initiative more and work independently.”

Less stress

The majority of what would make respondents feel professionally fulfilled were emotional, rather than financial. (Only 8% of respondents mentioned money or salary specifically) and feeling less stressed and worried was a huge part of that.

“I’d be in a better place mentally and emotionally and it would help me in all other aspects of my life. I’d truly be working to live, not living to work which is how it feels at the moment.”

“I wouldn’t be dreading coming into work. I wouldn’t be stressed the second I open my emails. “

“I wouldn’t feel so stressed and I’d be able to focus on the parts of my job that add real value”

Focus and clarity

For many participants, a desire for professional clairty and focus was a recurring theme. Interestingly there was a correlation between this sentiment and wanting to feel valued and supported, suggesting a lack of direction or objectives, making employees feel lost and consequently uncertain of whether they were doing the right thing.

“Sit down and create more plans, structure is key!”
Clarity on what I do and my role within the business, especially how it can develop.
“A clearer understanding of what my job is and what exactly is expected of me”
“Have the time to focus on projects that will really move the needle and make a difference without distractions.”
“I’d feel motivated and have clarity in what I actually do.”

Feeling heard

The ability to feel as though you are being heard, believed and listened to is significant in developing professional fulfillment. Interestingly, this notion featured heavily in our research on creating gender parity in the workplace. Without feeling heard, people can feel ignored, undervalued and underappreciated.

“Bosses need to believe me”
“Understanding of how to be heard when you know you’ve got a company changing idea, a good one”
“I would be able to bring forward issues and solutions”
“Have the confidence to suggest changes or discuss them without fear of being fobbed off or ignored.”

Flexible working

Unsurprisingly, a desire to work remotely or flexibly features regularly in professional fulfillment.

“Flexible working would be key. I work full time and I have a small child. I wish my employer would recognise that sometimes doing the standard 9-5 isn’t possible, but it doesn’t mean that I can’t still achieve as much working around that.”

“I recently took on a remote role that offers flexible working in a department I love.
Previous to this I worked in an office in a role I wasn’t at all passionate about.
I can already feel the difference in both my professional and working life.”

“Freedom with working hours (not feeling like I have to stay until 5, even though I’ve tied my tasks up by 4.30 for example).”

What are your thoughts and main workplace challenges? Perhaps these are familiar, maybe yours are different.

Warrior Women gather at Lloyd’s

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Warrior Women

Lloyd’s provided a stunning backdrop for our full-to-capacity Warrior Women at War leadership event held in partnership with ABF The Soldiers’ Charity on Wednesday 25 September.

The theme was to compare and contrast Army leadership with that in the corporate world and to discover what, if anything, each could learn from the other.

The Keynote, delivered by Major General Susan Ridge, set the tone for the evening and outlined her experience, as a lawyer, within the Army.  “Whilst businesses had shareholders,” she said “the Army needed to satisfy the demands of multiple stakeholders.”

She also highlighted that in the Army it was always about “us” and not about “me”, that the ethos was one that welcomed challenge, where leadership required judgement and humility, knowing when to give people their head and when to give help, supervision and training.

Warrior Women image
Panellists Philippa Lorimer MBE, Claire Bowler and Annette Andrews

In response to a question about whether the corporate world could learn from the Army’s values (Courage, Discipline, Respect for Others, Integrity, Loyalty and Selfless Commitment) Panellist, Commandant Philippa Lorimer MBE, First Aid Nursing Yeomanry (PRVC) reflected that one of the big differences between her experience in the Army and her work in private sector defence sales was the lack of “honest” communication. She said that it had taken her time to adjustment to a world where what you said didn’t necessarily happen and you knew it wasn’t going to happen. 

Annette Andrews, HR Director, Lloyd’s spoke of her experience having moved from country to country as a child and how that helped her when she worked overseas and managed teams in other countries.  It had enabled her to quickly adjust to new situations, to “read” people and understand other cultures.

Claire Bowler, Partner, DWF who has three young children, aged 2, 4, and 6 spoke about how flexible and agile working had helped her to progress within her career.  “Within a 40-45 year career, it’s OK to take your foot off the pedal now and again,” she advised.  She also encouraged women to be strategic about how they used their time when managing a high level career and family and to be selective about when to be present at work. 

During the Q&A session that followed, there was much discussion about flexible working – its importance and how to ask for it (base on facts, on outputs rather than emotion) and the need for mentors, sponsors and role models.

Gwen Rhys, CEO Women in the City reminded everyone that sometimes they needed to be their own role model, citing Condoleezza Rice, former US Secretary of State who said:

Search for role models you can look up to and people who take an interest in your career. But here’s an important warning: you don’t have to have mentors or role models who look like you. Had I been waiting for a Black, female, Soviet specialist mentor, I would still be waiting. Most of my mentors have been old white men, because they were the ones who dominated my field.

Gwen added that many women felt there weren’t role models in their business that they could look up to an emulate and suggested that rather than trying to find “the one”, women should make a composite role model of the “best” traits, characteristics, behaviours of several women and men.

The post-event networking was lively, with lots of ideas and suggestions being exchanged.  One idea was to set up Mentoring Groups, rather like Tutorial Groups, to encourage male mentors, who may be reluctant to mentor women 1-2-1, to participate.

In partnership with Sponsored by
abf

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Warrior Women at Work, join us on 25 September

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REGISTER NOW TO ATTEND

 

Warrior Women at Work is a unique, interactive Women’s Leadership event designed by Women in the City in partnership with ABF The Soldiers’ Charity. The evening will bring together senior female leaders from a variety of backgrounds to share, discuss, compare and contrast their leadership challenges.

Our Keynote Speaker will be Major General Susan Ridge, the first female to hold the rank of major general in the British Army. A solicitor, she served as Director General of the Army Legal Services Branch from September 2015 to July 2019.

Susan will be joined by a panel made up of:

Date: 25 September 2019
Location: The Old Library, Lloyd’s, One Lime Street, EC3M 7HA
Time: 18.30 – 20.30
Format:
18.30 Mix & Mingle Reception
19.00 Welcome and Introductions
Keynote Speaker and Panel Interview
Audience Discussion
Q&A
19.45 Networking
20.30 Close

This event is open to women and men. Refreshments will be served.

REGISTER NOW TO ATTEND

The evening is brought to you in partnership with:

abf ABF The Soldiers’ Charity was formed in 1944, at the height of World War Two. Its purpose has not changed since that day: to ensure that all soldiers, veterans and their immediate families can live a life of independence and dignity.
While there is a British Army, there will be The Soldiers’ Charity.

And is sponsored by:

 

Imposter Syndrome Affecting 90% of UK Women

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imposter image

A recent study by learning & development training provider, The Hub Events, has revealed that women in the UK are experiencing an epidemic of self-doubt.

90% of UK women admitted to feeling inadequate or incompetent at work, and 73% don’t feel they deserve their current success.

Of these, 17% said that they experience these feelings often or all the time.

These findings are particularly staggering as the responses came from 1,000 UK adults who are currently employed and have at least 3 years’ experience in their field of work.

‘Imposter Syndrome’ is a psychological pattern which causes chronic self-doubt and overwhelming feelings of inadequacy, often despite repeated success and accomplishments.

Of the women surveyed, only 27% were aware of ‘Imposter Syndrome’, however most respondents said they had experienced its effects.

Over half of the women surveyed (51%) admitted to experiencing the kinds of intrusive thoughts that come with ‘Imposter Syndrome’.

Of those experiencing intrusive thoughts;

  • 37% believe it is only due to luck/chance that they have achieved success
  • 1 in 4 (24%) think that one day their boss or colleagues will realise they are under qualified (despite experience/qualifications)
  • 1 in 4 (24%) think they only got a job or promotion because the workplace was ‘short on candidates’
  • 15% don’t think they deserve the praise or compliments that they receive about their success at work

How do we stop the crisis of self-doubt?

Good mental health is crucial to a happy and successful career and personal life, and sufferers of ‘Imposter Syndrome’ may be at increased risk of anxiety – so what can employers do to eliminate it?

  • 3 in 5 (60%) respondents want to see more regular positive & helpful feedback on staff performance
  • 44% want employers to create a more open environment where staff are encouraged to talk about the challenges they face
  • 43% believe providing adequate coaching & mentors for staff will help
  • 2 in 5 (41%) want to ensure management staff are trained to assist with their employees’ anxieties and self-doubt
  • 35% think employers should provide access to mental health services

Christine Macdonald, Director of The Hub Events, said;

Despite having relevant skills, experience and qualifications, some women still feel overwhelmed by the feeling that they will one day be exposed as a ‘fraud’. The burden of this worry can end up holding them back.
Simply talking about the fact that ‘Imposter Syndrome’ exists, and that it’s a lot more common than we think, could be a huge relief to people who are gripped by these self-doubts.

Organisations can help a lot by encouraging openness, opportunities to develop and realistic expectations. They can also help by ensuring their management staff are all fully trained to mentor and assist employees and understand the importance of positive feedback.

5 Ways to Beat Imposter Syndrome in the Workplace

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Nearly three quarters of women working in law experience imposter syndrome compared with just over half of those working in construction

The overwhelming feeling of crippling self-doubt and dread known as Imposter Syndrome has impacted a whopping 62% of people at work, according to a report by Access Commercial Finance. The survey of over 3000 adults in the UK shows over two-thirds of women (66%) have suffered from imposter syndrome compared to over half of men (56%) within the last 12 months. This raises a significant question: are women more likely to experience feeling inadequate in the workplace?

In light of the study, Instant Offices delves into why many women experience this adverse phenomenon, which UK industries have the highest ratio of self-doubters and how employees can beat imposter syndrome at work.

Despite evidence of success, women experiencing this paralysing self-doubt are more likely to believe they are intellectual frauds. This level of stress – waiting to be found out by peers – can lead to anxiety, burnout and increased unhappiness among everyone from entrepreneurs to employees moving up the ladder.

As research suggests, men suffer 10% less than women, and when considering why women sometimes experience imposter syndrome at a higher rate than men, factors like workplace inequality and the pay gap may come into play.

Statistics from YouGov reveal that, when asked whether they have had the opportunity to lead on a project at work, only 44% of women said yes, compared to 59% of men. Women are also less likely to have experienced a pay rise or a bonus not connected to promotion, at only 40% compared to 53% of men. In addition, women say they are also more likely to be asked about their personal lives compared to men.

What Causes Imposter Syndrome at Work?

Imposter syndrome can severely impact career progression and cause negativity at work. When surveyed on the reasons for experiencing crippling self-doubt in the workplace, these were the top four causes:

38% – Self-generated self-doubt
23% – Being criticised
20% – Having to ask for help
16% – Self-comparisons to high achieving colleagues

It’s not just employees who are impacted, a study by AXA PPP Healthcare shows one in five small business owners admitted to suffering from imposter syndrome and being convinced someone else could do a better job of running their business.

UK Industries with the Highest Percentage of Self-Doubters

Imposter syndrome is more prolific in some industries compared to others. The same study of over 3000 UK adults revealed industries in which employees have experienced intense feelings of self-doubt in the last 12 months.

Highest

87% – Creative arts and design
79% – Environment and agriculture
79% – Information research and analysis
74% – Law
73% – Media and internet

Lowest

45% – Leisure, sport and tourism
54% – Property and construction
55% – Engineering & manufacturing
55% – Insurance
57% – Retail

Turning Imposter Syndrome Around

Even though so many people have experienced imposter syndrome, the good news is that it’s not a permanent condition but rather a reaction to a set of circumstances, unrealistic self-expectation and stress. Some of the most popular suggestions on ways to turn it around include the following:

Accept Praise And Know Your Worth

Don’t shy away from praise and compliments. Accept your achievements and if need be, write them down. When you try to talk yourself out of feeling confident in your role, all the proof is on paper. Knowing your worth means allowing your work to speak for itself and letting others see it too.

Stop Thinking Like an Imposter

Learn to recognise self-defeating thought patterns and replace them with more positive affirmations. The only way to stop feeling like an imposter is to stop thinking of yourself as one.

Don’t Seek Perfection

Stop believing that if you don’t excel at every facet of your job that you’re a failure at all of it. Facing challenges and losses is a key part of growth, so recognise that you don’t have to be good at everything.

Know You Are Not Alone

Imposter syndrome tends to be the domain of overachievers, while underachievers tend to internalise less when faced with failure. If you’re constantly worried about not being good enough, chances are you’re in good company – most successful people constantly over analyse themselves!

Speaking from experience, Jodie Harris, Head of Content & Digital PR at MediaVision commented,

The feeling of thinking someone is going to come in and call you out on your experience, your achievements and put you in a league much lower than you are currently working at is very real. Imposter Syndrome can happen at any time in your career.

From being an intern to being in the boardroom, questioning your place at the table can be disruptive to your progress and your confidence. One piece of advice I always tell my teams and myself is that your career did not come by chance, and where you are now and where you aim to be is justified. Know your worth and have conviction with your career goals. Success isn’t a lottery ticket, it’s earnt.

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