Tag Archive for: workplace

Decoding Hidden Anxiety Behaviours in the Workplace

WiseNetAsia Knowledge Center
Copyright © 2023 WiseNet Asia Pte Ltd.  All Rights Reserved

 

In today’s fast-paced and demanding work environment, anxiety has become an all-too-common quiet companion for many working adults. However, what often goes unnoticed are the subtle, hidden anxiety behaviours that can silently wreak havoc on our mental well-being and job performance. In this article, we’ll delve into how anxiety behaviours manifest in the workplace, their impact on our lives, and most importantly, how to overcome them to lead a more balanced and fulfilling professional life.

The Veiled Anxiety Behaviours

Anxiety behaviours may not always be as overt as nail-biting or nervous fidgeting. Instead, they often masquerade as seemingly innocuous habits or traits. Some common hidden anxiety behaviours include perfectionism, people-pleasing, overworking, avoidance of conflict, and constant self-doubt. These behaviours may be mistaken for dedication, teamwork, or even a strong work ethic, but beneath the surface, anxiety is the driving force.

Anxiety behaviours may be mistaken for dedication, teamwork, or even a strong work ethic, but beneath the surface, anxiety is the driving force.

Manifestations of Anxiety Behaviours in the Workplace

  1. Perfectionism: While striving for excellence is admirable, perfectionism takes it to an extreme level, setting unrealistic expectations and causing excessive stress when things don’t go exactly as planned.
  2. People-Pleasing: Constantly seeking approval and avoiding any form of disapproval can lead to burnout and a lack of authenticity in one’s interactions with colleagues.
  3. Overworking: Pouring in excessive hours and neglecting personal life might be seen as commitment, but it often results in decreased productivity and diminished creativity.
  4. Avoidance of Conflict: Fear of confrontation can lead to suppressed emotions and unresolved issues, negatively impacting teamwork and hindering professional growth.
  5. Constant Self-Doubt: Chronic self-doubt undermines confidence, stifles decision-making, and prevents individuals from taking necessary risks.

Overcoming Hidden Anxiety Behaviours

  1. Recognize the Patterns: Self-awareness is the first step. Pay attention to your thoughts, emotions, and reactions to situations. Identify the patterns of behaviour that might be driven by anxiety.
  2. Challenge Negative Thoughts: Challenge those negative thoughts that fuel anxiety behaviours. Replace them with more balanced and realistic perspectives.
  3. Set Realistic Goals: Embrace the idea that perfection is unattainable. Set achievable goals, acknowledge your efforts, and celebrate progress.
  4. Establish Boundaries: Learn to say no when necessary and prioritize self-care. Set boundaries to protect your well-being and personal time.
  5. Seek Support: Talk to a trusted colleague, friend, or professional counselor. Having a support system can make a significant difference in managing anxiety.

The Perils of Untreated Anxiety Over the Long Run

Ignoring hidden anxiety behaviours can have severe consequences:

  1. Physical Health: Chronic anxiety can lead to various health issues like insomnia, digestive problems, and weakened immunity.
  2. Mental Health: Prolonged anxiety may develop into more serious mental health conditions, such as generalized anxiety disorder or depression.
  3. Work Performance: Unaddressed anxiety can hinder job performance, creativity, and decision-making abilities.
  4. Interpersonal Relationships: Anxiety behaviors may strain relationships with colleagues, friends, and family members.

Creating a Workplace Culture that Supports Mental Health

Employers wield considerable influence in cultivating a nurturing work ecosystem:

  1. Open Communication: Foster a safe space for mental health discussions, free from judgment.
  2. Flexible Work Policies: Extend flexibility to bolster work-life equilibrium and alleviate stress.
  3. Training and Education: Illuminate the impact of mental health through workshops and training sessions.
  4. Resource Accessibility: Provide unhindered access to mental health resources like counseling or Employee Assistance Programs (EAPs).

Hidden anxiety behaviours can quietly undermine our well-being and job satisfaction. By identifying and addressing these patterns, we can take control of our mental health, leading to a more productive and fulfilling work life. Remember, seeking support is a sign of strength, not weakness. Together, we can create a workplace culture that prioritizes mental health, helping each other thrive both professionally and personally.

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Imposter syndrome is real and growing, and here’s how to deal with it

WiseNetAsia Knowledge Center
Copyright © 2022 WiseNet Asia Pte Ltd.  All Rights Reserved.

Back in 1978, Pauline Rose Clance and Suzanne Imes, both renowned American psychologists first described impostor syndrome as an “internal experience of intellectual phoniness”.

What does that mean and what exactly is impostor syndrome? Impostor syndrome, also known as perceived fraudulence which involves feelings of self-deprecation, self-doubt and personal incompetence that persists despite achieving stellar results in terms of education, work experience and life accomplishments.

In other words, people suffering from impostor syndrome will constantly doubt their intelligence and capabilities despite evidence of high achievements thus having this irrational fear that they may come off as a fraud, undeserving of their positions in life although they have earned it through hard work and competence.

Studies have shown that impostor syndrome is extremely common among Asian adolescents to young adults and this is mainly due to their upbringing and culture.

Impostor syndrome is often comorbid with anxiety and depression and it is associated with impaired job satisfaction, performance and burnout in employees. The only way to stop feeling like an imposter is to stop thinking like an imposter. It is indeed a psychological condition, as the experts put it, “Mind over matter represents the triumph of will over physical hindrance. Our thoughts are our weapon against the world”.

Researchers have found that impostor syndrome are associated with psychological distress through interpersonal shame, for instance, shame arising from worries that a person will be evaluated negatively and thus bring dishonor and disrespect to the family due to their own incompetency and inadequacy.

Young Asians who have impostor syndrome often feel anxious and worried about not being able to maintain their success. They are pressured by their parents, relatives, teachers, peers and the society, having an immense urge to live up to unrealistically high level of expectations and standards, upholding their reputation in fear that others will discover their unworthiness and incompetence if they reveal minor weaknesses.

In addition, those with impostor syndrome are reluctant to attribute their success to their own personal ability and they also find it difficult to internalize their achievements due to the irrational fear of not being able to replicate their success. They are most likely to attribute their success due to external factors such as luck or error.

Impostor syndrome is often associated with individuals who exercise perfectionism. Perfectionists have the tendency to strive toward personal improvement and set extremely high standards for themselves. If they have accomplished 95% of their objectives, they will still feel like something is lacking and any minor mistakes will make them question their own capability. Perfectionistic issues are predominantly associated with rumination.

Furthermore, impostor syndrome can also be seen in individuals who have deep-rooted hunger in knowing every piece of information, researching materials and concepts prior to the start of a project, constantly on the lookout for new trainings and certifications to hone their skills. They cannot bring themselves to apply for a position if they do not meet all of the criteria in the job description, they are also hesitant to raise their hands to ask questions in class or speak up in a meeting because they are afraid of judgments and the fear of looking unintelligent.

One must take action before impostor syndrome goes out of hand and there is an urgency to snap out of it before more individuals experience this unwanted phenomenon.

One of the first steps to combating impostor syndrome is to acknowledge these negative thoughts and put them into perspective. Rather than engaging that thought, one can just observe it and not let it affect their psychological state. Position yourself in a comfortable situation, take a few deep breaths, and encourage yourself to ask this question, “Would this thought actually help me or hamper me emotionally and psychologically?”

Secondly, understand that perfectionism only feeds into an individual’s impostor syndrome, for instance, achieving great results might seem like a great accomplishment for many others but an individual suffering from impostor syndrome may feel like they are a fraud, it is solely because they are making comparisons to an unrealistic perfect outcome. Nobody in this world can do everything perfectly, but constantly holding an extremely high standard can be counterproductive.

Another step that can be taken would be to develop a healthy response in making mistake and facing failures. Henry Ford once stated that “Failure is the opportunity to begin again more intelligently.” Instead of beating ourselves up for making mistakes or falling short, take it as a valuable lesson, learn from it and move on from the loss.

In the Asian culture, respect and love is predicated on an individual’s achievement, education and performance. Unconditional love seems like a foreign concept in a traditional Asian family. For many generations, one’s reputation is nestled in the Asian family name.

If an individual is from a renowned family within the society, they will be bestowed with respect and acceptance. However, if one were to tarnish the family’s reputation from conducting misdeeds, this legacy will be in jeopardy. Hence, living with such rigid beliefs and principles will ultimately lead to imposter syndrome.

Therefore, it is vital to remember that failure does not make an individual an impostor. No one is perfect in everything they do; people make mistakes, we fall and we get up. Do not let failures in life define and dictate your next move. Learn from these mistakes and move forward and that is how humanity can advance as a whole.

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How to cope with depression and anxiety in the workplace

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Copyright © 2022 WiseNet Asia Pte Ltd.  All Rights Reserved.

 

Mental wellbeing is becoming a top priority for many employees. A survey conducted by the Conference Board found that 59% of employees named stress and burnout as their top concern for wellbeing in the workplace. Employees are not enticed to work in an organization where mental health is not prioritized as they do not want to sacrifice their mental wellbeing in exchange for the financial goals of an organization.

Even at an endemic stage, there is an immense sense of anxiety in individuals that are stemmed from the prolonged uncertainties before, further inducing workplace stress which can lead to burnout, regardless of going to the office to work or working in hybrid mode.

How we cope with emotions and stress can truly affect our well-being, our community, our performance in the workplace, and with the people that we care about. It is crucial that we recognize what stress looks like, what are the steps that we should take to manage workplace stress and our emotions, and when to go to a professional to seek help if required.

Poor mental health can negatively affect an individual, which can lead to unnecessary stress, thus aggravating symptoms of anxiety and depression. An employee suffering from poor mental health will see a decline in job performance and productivity, a lack of engagement and communication with their co-workers, and a decrease in physical capability and daily functioning.

Furthermore, studies have shown that anxiety and depression are associated with higher rates of unemployment. Depression interferes with a person’s ability to complete physical jobs and reduces cognitive performance, only 57% of employees report moderate depression, and 40% of those with severe anxiety and depression actually receive professional treatment to control their symptoms.

How do we know if we are suffering from anxiety and depression? Here are some known common symptoms:

  • Getting tired easily and feeling fatigued
  • Difficulty concentrating on daily tasks
  • Easily irritated by the smallest gesture
  • Difficulty in falling or staying asleep, feeling restless
  • Constant, irrational fear and worrying
  • Rapid heartbeats, hot flashes, sweaty palms
  • Changes in diet (eating too much or too little)
  • Persistent feelings of sadness or worthlessness
  • Inability to relax
  • Loss of interest in hobbies and general activities

What can an employer do if they encounter an employee that requires mental support in the workplace? Employers can promote awareness about the significance of mental health and stress management. Health programs in the workplace have proven to be successful, especially if one merges mental and physical health interventions together.

For instance, an employer can always be vulnerable with their team members by being open and honest about their mental health struggles. When a leader creates a platform that is safe for employees to confide in them, employees will feel comfortable to bring up mental health challenges of their own. The universality of this experience will translate into a massive decline, if people, especially those in power, share their experiences by normalizing mental health stigma within the society.

Furthermore, an employer can also model healthy behaviors in the workplace. When a leader preaches about supporting mental health, their actions should follow suit. Employers have an obligation to do so, so that their employees can prioritize self-care and boundaries.

Generally, employers are too focused on their teams’ well-being that they forget to take good care of themselves. A simple sharing about them taking a break when needed, or turning off email notifications, or prioritizing a weekend getaway will encourage employees to do the same so that burnout can be avoided.

There is only so much an employer can do to support an employee’s mental health, and the rest are within the employee’s own grasp to get better from their current circumstances. Here are some highly effective methods to combat stress, anxiety, and depression in the long run.

  • Adopting cognitive-behavioral therapy (CBT)

CBT is a treatment approach that has been proven to help individuals recognize negative or unhelpful thought and behavior patterns with the use of psychotherapy by a certified health professional. CBT helps to identify and explore the ways of an individual’s emotions and thoughts that are affecting their actions. Once the patterns have been identified, they can learn to reframe their thoughts in a positive manner.

  • Exercising

Getting enough exercise in our daily routine can ease symptoms of anxiety and depression through the release of feel-good chemicals in the brain such as dopamine and endorphins, these chemicals help to enhance an individual’s wellbeing. It also assists in alleviating worries, fears and negative thoughts.

  • Utilizing relaxation techniques

Mindfulness meditation is a method to slow down an individual’s racing mind and palpitating heart by letting go of negative thoughts. It aims to re-shift an individual’s  mind to focus on the present state. This exercise usually requires an individual to sit in an upright position in a quiet room and focus on their breathing – it has been proven to ease symptoms of anxiety and depression therefore improving the quality of life

  • Consult a psychiatrist to prescribe medication

If an individual is suffering from severe anxiety and depression and the above methods might not work for now, it is best that they seek help from a mental health practitioner and if necessary, have antidepressants prescribed to help reduce worsening symptoms.

In a nutshell, even though mental health issues are quite widely known around the globe, there are still rampant misconceptions about mental health within the community. Concerns are rising as there is a prolonged delay towards individuals who are seeking help or are currently receiving treatment, this is due to various kinds of mental health stigmas such as misconceptions or little acceptance in the society, social and cultural beliefs. Hence, overcoming stigma might be a challenge as there needs to be a constant effort in increasing public confidence to seek mental health support when needed.

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How to deal with bullying in the workplace

WiseNetAsia Knowledge Center
Copyright © 2022 WiseNet Asia Pte Ltd.  All Rights Reserved.

Effective strategies to combat bullying

It does not matter if we are starting our first job after graduating from college or university, or mainly switching jobs for better career opportunities in other organizations, we are bound to encounter managers or colleagues who are unduly difficult, manipulative, intimidating for at least once in our lifetime (or perhaps more if we are unlucky).

Bullying is more likely to occur in some environments than others: where a role at work creates conflict or ambiguity, where there are persistent work obstacles, or when workers have little to no autonomy, or when there is an atmosphere of fear of job redundancy and uncertainty, or just rumors of organizational collapse.

If we have to constantly put up with these toxic behaviors at work, it can be extremely detrimental to our well-being and consequently decreases our motivation and productivity at work which can lead to increased absenteeism and sick leave while organizations may struggle with poor public reputation and possible litigation.

Workplace bullying refers to intentional and repeated behavior directed at an employee that is intended to humiliate, embarrass, degrade, exclude or undermine another’s performance. This behavior may come from the management itself, supervisors, or colleagues and it is quite a miserable thing to point out, these bad behaviors are rather prevalent in the workplace.

This is often a real problem faced by many workers on a daily basis around the globe and it is not something any individual should joke about. Recognizing and addressing bad behaviors in the workplace are essential because they can help to eliminate negativity hence creating a healthy and productive work environment in the long run if effective measures are put in place.

According to “Decoding the Personality of Workplace Bullies” by Thomas Chamorro – Premuzic, workplace bullies are often seen as assertive, outgoing, and confident. Though the mentioned traits have a positive connotation to them, bullies do not have the ability to instill empathy and humility to balance these traits out.

Assertiveness and confidence are characteristics which considered to be valuable in the business world and employers may often turn a blind eye when addressing bullying in the workplace. Little do we know that, behind these obvious traits that the bully possesses, they are actually hiding behind a veil of narcissism and low self-esteem. Moreover, bullies often crave a sense of belonging, safety, and mattering. Most of the time, it is a psychological process rather than a physical one.

The 10 types of bullying behavior that are most commonly found in a workplace are:

  • Humiliation and ridicule
  • Withholding information relevant to a person’s employment
  • Delegating a person with work that is below their level of competence
  • Spreading malicious rumors and gossip
  • Shouting or berating a person
  • Removing responsibility from a person who has earned it
  • Imposing unreasonable deadlines
  • Constantly threats of violence or engaging in physical/verbal abuse
  • Regularly criticizing a person in front of other employees
  • Excessive micromanaging/monitoring of a person’s work

Once we have identified that we are a victim of bullying, we must take proactive measures to stop the abuse. The bully at work will not disappear until we do something about it. If we make ourselves an easy target, we will only encourage the bully. If we tolerate the bully’s behavior, we are indirectly training the bully to continue with their reprehensible actions.

Here are some valuable tips that we can exercise and execute if we are dealing with a workplace bully:

  • Stand up for yourself

There is a vast difference between being threatened with not being a doormat, the latter invites more aggression. If we notice that a bully is exerting behaviors and antics that are unacceptable by being demeaning and disrespectful, we should call them out by confronting the bully firmly, directly, and with strong articulation without displaying excessive emotions.

  • Do not ignore the feeling of being bullied

This is not the time to put yourself down even further. When we are being bullied at work, we would think it is a normal path that one has to go through and endure in order to get promoted or being accepted. Statements such as “I deserve it” or “Everyone gets treated this way like I do” are regular guilt trips that bullies help impose on us. Instead, we should form a plan to stop the bullying in its entirety and reclaim our position at work.

  • Document the bully’s actions

Whenever you are being bullied, document the name of your bully, the method of bullying, and details of the incident. Record the times, dates, locations, and the names of witnesses to the events. The most important way for a victim to put a stop to these torments is to gather and provide as much information and concrete evidence to your company’s manager, human resource personnel, or the legal team.

  • Keep calm before making the big move

Ensure that you have gathered sufficient evidence before approaching your manager regarding your episode with the bully. You need to be calm, collected, and professional when presenting the case to your manager, the last thing that you want is for your manager to see you as an emotional train-wreck. It is hard to structure a proper sentence or find the right words to say when you are emotional, it may instead backfire and make you seem whiny or overreacting.

In short, our days at the office should not be filled with intimidation, humiliation, and manipulation by our managers or even co-workers. While many organizations have a zero-tolerance policy, bullying may be hard to prove or even recognized if vague shreds of evidence are presented, making it difficult for managers or human resources to take appropriate actions. But for all organizations, taking actions to prevent workplace bullying is a step towards resurrecting humanity, this will be beneficial for an organization’s reputation and business cost, thus improving the overall health of their employees.

 

 

Tips on how to foster a healthy working relationship during a pandemic

WiseNetAsia Knowledge Center
Copyright © 2021 WiseNet Asia Pte Ltd.  All Rights Reserved.

 

The COVID19 pandemic is disrupting our work routines and rituals, and these are valuable behaviors that create connection and shared meaning which we unfortunately, took for granted. The fear of not being able to go back to normalcy and the loss of routine can result in disconnection from society and further amplify distance into isolation, as most of us are being ordered to stay home to keep ourselves safe.

It truly has been a while when we could stop by at our colleagues’ workstations, bumping into them in the office hallway, talking about what we have been up to during the weekends, or following up with a colleague about the project that the we have been working on. We may have undervalued the significance of such interactions with our colleagues until we have found ourselves working from home for too long. Humans are born as social creatures; we need connection with a human being to fill the emotional void in us.

These precious interactions are also known as social capital where shared values are evident in individuals, allowing us to work together as a group to achieve a common purpose. Social capital in a person generally stems from kindness and empathy, where one would go above and beyond to support others with mentoring, guidance, and knowledge. These forms of generosity allowed us to build a base of goodwill and familiarity through these informal social interactions.

However, the sudden shift to an indefinite remote work environment has changed the nature of social capital in many industries and it might not necessarily be for the better. Though virtual meetings have increased tremendously to create a sense of connection, it also led to a steep increase in isolation and disconnection.

Since the pandemic has repositioned our ways of working, what could be the fate of employer-employee relationships?

Miscommunication occurs frequently when the intended message is not successfully relayed across the team. Remote teams that rely on chats and emails are more susceptible to miscommunications, as communication is not being exercised appropriately. One thing to take note of is that effective communication relies heavily on non-verbal cues, and most of them cannot be translated correctly and succinctly into words.

One way to solve this is to take full advantage of technology and make use of the various modes of communication that are widely available – instant messaging applications, emails, chats, video meetings, and voice calls. Since a simple punctuation mark can be miscommunicated, it is vital to identify the right channels to use for different purposes.

 

For instance, teams can utilize video calls when it comes to brainstorming activities when interpersonal interactions are being prioritized, whereas disseminating lengthy instructions can be done via emails. When an employer provides clear guidelines on which communication tools are being used for each specific purpose, employees are able to keep their communications compartmentalized.

Remote working requires both employer and employee to be more digitalized, both parties need to come to an understanding that there would be fewer physical interactions in place, and when it becomes a norm in the workplace, both employers and employees may find it hard to transition to a fully virtual state in such an abrupt timing.

As trust requires time to build, employers may have a sense of distrust among their employees. Though digital tools allow employers to keep a close tab on their employees, micromanaging them and watching their every move at work continuously will unlikely boost productivity, efficiency or motivation. Employees would feel stressed out as they could not perform their work at ease.

What a manager can do is to delegate tasks accordingly, give employees a timeline and practice effective communication which would lead to better employer-employee relationship.

Employers should cultivate more empathy and trust towards their employees by being transparent and readily available to them. This means having the ability to respond to employees’ needs and concerns within a respectable time frame. Employers can also take the initiative to start off an informal conversation with their employees before a meeting as this will allow them to feel more connected, thus creating an inclusive work environment.

Remote working also leads to a lack of collaboration. This happens when employers do not actively engage in conversations and they avoid sharing their ideas with their employees, or dismissing employees’ opinions and voices. This may cause their employees to hold their tongue and not give necessary feedback that is vital to the company’s operations, as employees may feel undervalued for not being included in the decision-making process.

The strategy to tackle this issue is fairly simple and straightforward, employers first have to instill self-awareness in them to realize that they are not empowering their employees to “speak up”. Employers can start to initiate interaction by having team meetings, where everyone shares their interests outside of work, and from there, employers can start to discuss what is on their minds regarding work, then giving their employees a platform to speak on work issues, including them in decision-making processes and this will create a more conducive environment at work.

Employees often require the need to feel “seen” and “heard” to remain productive, hence it is crucial that employees know that their employers are paying attention to them. A strong organization with a clarity of purpose equipped with a well-defined culture will invariably cause a dedication of both employers and employees to strengthen ties and building good rapport in times of crisis.

For a prolonged period of time, we think of connection as a personal interaction, preferably with close proximity. However, we had it wrong big time. Connection is something everyone experiences differently.  Connection occurs when one is being seen, heard, thought about, appreciated, and most importantly, acknowledged. For instance, when we produce great results on a project and having our work properly recognized and appreciated, we would have a sense of gratitude towards our managers and the company we are working for.

 

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Navigating a Career Transition Successfully

WiseNetAsia Knowledge Center
Copyright © 2021 WiseNet Asia Pte Ltd.  All Rights Reserved.

The information in this article is extracted from the WiseNet Asia’s Career Transition and outplacement course material. 

A career transition may happen voluntarily or involuntarily.  Whether it is an individual decision or a forced move, there will be unexpected changes that comes along, things that we could never foresee coming.  In this article, we outline 11 tips for navigating a career transition successfully.  This list will help you get prepared for unexpected situations, and also equipped you with the right mindset and preparatory steps to embark on a new beginning.

Tips for navigating a career transition successfully:

  1. Accept Help. A good mentor can make the transition from one career into another much easier.
  2. Acquire New Skills. Research skills that will be relevant in your chosen field.
  3. Identify what you want to do, and what you are qualified to do. Successful career transitions rarely happen without acquiring new skills. Embrace the learning process and look at this time as an investment in your future. Rarely will there be time to acquire these new skills. Make time by temporarily taking some of your “free time” and devoting it to your self-development.
  4. Do not rush change, trust the process. Everything will fall together nicely when you consistently work on things that you want.
  5. Opportunities will present themselves, but they may not be all the right or best decisions to make. Qualify the opportunities based on your situation.
  6. Plan on the unexpected. What could go wrong, and how do we handle these situations?
  7. A career transition rarely goes accordingly to plan. Keeping an open mind about where your new skills can take you helps to increase possibilities and secure an excellent “next career.”
  8. Be kind to yourself and keep at it. You are your own best supporter!
  9. Learning new skills and making a career transition is stressful and difficult for most adults. Embracing change is tough. Furthermore, a successful career transition takes time.
  10. Take the time to build your personal branding and image. If you are a brand, what characteristics do you represent? What image do you convey to others? Individual image that is attractive with a positive character is a source of power.
  11. Personality, mindset, energy, attitude, image are all important personal elements that set you apart from the others. Keep adding value for what you do, stay relevant and current, and think about how you can become more indispensable!

With the homework here done, you are all set to a strong ‘start’ for a new career, with your better and stronger self!

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Find out more about our career transition and outplacement coaching:  https://wisenetasia.com/career-transition-outplacement/

 

 

 

 

 

 

 

 

 

 

 

How Proficiency in English Brings Value to an Organization

WiseNetAsia Knowledge Center
Copyright © 2021 WiseNet Asia Pte Ltd.  All Rights Reserved.

Poor business professional language creates confusion and misalignment when what is being thought in one’s mind is not conveyed accurately, resulting in reduction of work efficiency that could be short term or long term if the gap is not being closed.

 Many countries have their own official and national language but one cannot deny that the English language is the universal language of the world as it is one of the widest spoken languages. If all of us did a quick recollection of the past, the time taken to learn the English language seems like a memory of the past – from adolescents to adults, we have invested years in picking up the language to reach our desired fluency level.

Nevertheless, learning the English language from scratch is not an easy feat if it is not your native tongue. Surely, one could learn the language during their times at school but if constant practice is not put in place to master the language, one’s proficiency level in the language would deteriorate in due time. Therefore, it is important to make it a habit to express, communicate and convey our messages in English, with family members at home, friends during outings, and colleagues at the workplace.

However, not everything is as picture perfect as we envision it to be like in the movies. Poor language proficiency is prevalent in the workplace, primarily in the English language. Many employees struggle to convey their points across either verbally or written in a business setting, when responding to a client or colleague, business professional language is not being exercised thoroughly.

This creates confusion and misalignment when what is being thought in one’s mind is not conveyed and expressed accurately and appropriately through the above-mentioned mode of communication. This results in ambiguity in the workplace, with constant back and forth communication from one party to another just to get the initial points across, if ineffective, misunderstandings might occur, employees might perform duties that are not required, project milestones are being pushed back and not achieved – all in all there would be a reduction in work efficiency and productivity, be it short term or long term if this gap is not being closed instantly.

In today’s fast-paced, globalized and digitized world, a person’s proficiency in English gives them the window of opportunity to enhance their professional and personal growth, and gain better job prospects. When an employee has a good command of the English language, not only would they have an upper hand in negotiating for a higher salary but it also helps them build trust with their peers, colleagues and clients which in turn further empower an organization to achieve their visions and goals.

According to a study by Pearson where an analysis is conducted on the return on investment on good command of English particularly on communications, employees that are effective communicators have a higher total return to shareholders of 47% over a five year course in comparison to those who were not effective in this aspect.

Another research done by the McKinsey Global Institute found out that nearly two-thirds of jobs are at risk of being automated away. As innovation progresses and jobs shrink, employees will be required to move to new positions and roles, and skills such as English language proficiency will be vital for adaptability.

Though having poor English language proficiency is an obstruction at work, it shouldn’t be seen as a workplace crime as there are many ways to work through communication barriers and to improve a language that is not an employee’s native tongue.

Here are some suggestions on how an employee can hone their proficiency in the English language and how employers can help them along the way.

  • Employers should mandate a rule whereby employees are only able to communicate in English with all stakeholders at the workplace. This has proven to be one of the most effective methods (and cost free) to sharpen the English language. Take this analogy for an example: the more you drive a car, the better driver you will be. As cliche as it may sound but it holds ample truth, the short idiom of Practice Makes Perfect.
  • Employers should take the initiative to invest in online or offline classroom-based training for all employees that require a boost in the English language. For instance, a crash course for employees during initial job training and ongoing learning classes thereafter would be beneficial. The sales team needs to understand the input and output of the products they’re offering to the public, the marketing team needs to understand the value of their products and relay that in a meaningful way to end users. There are various open online course providers that offer English classes such as Linkedin Learning, Coursera, Khan Academy, Udemy and more.
  • Utilize visual methods of communication. In this day and age of instant gratification, short attention span and various easy modes of learning; lengthy paragraphs and sentences often fail many. Therefore, online learning companies pivot into images and visuals that are more compelling and effective than reading and telling. The usage of simple charts, diagrams and pictures to explain complicated concepts have been a tremendous win for many companies as visual cues are one of the simplest forms of getting everyone to be on the same page.
  • Repetitions of sentences and words on a daily basis at the workplace is more valuable than one may think. Sometimes, employees need to hear a sentence or a word more than once to actually remember and comprehend it. Employers should not expect anyone to remember something that is being said once. Making repetitions of a useful phrase, line or word regularly is vital for communication in the workplace.

Based on a 2021 research by Statista, approximately 1.35 billion people on earth have English as their native tongue or second spoken language, however, there are still aplenty who are unable to speak the language fluently but not all hopes are lost. Though language barriers in the workplace or in general can be a hindrance to effective communication, with sufficient tools, resources and one’s drive and perseverance to hone the English language, it is not an impossible but attainable feat.

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To quit or not to quit?

WiseNetAsia Knowledge Center
Copyright © 2021 WiseNet Asia Pte Ltd.  All Rights Reserved

This article was originally published November 2020.  Updated September 2022

Read this first if you’re stuck in a career limbo

You are grateful that you have a job but you never truly fancy your job, and you’re just staying put for the feeling of security that comes with having a stable job.  Or do you actually enjoy what you’re doing but you have reached career stagnancy? These are two differing factors that you should deeply consider before making any radical moves.

Did the transition to hybrid or remote working heighten your current discontent at work or you were already dissatisfied prior but complacency prevented you from thriving further, and now you feel like you’re stuck in a rut, your mind is reinforcing you with metaphorical quotes of “the grass is always greener on the other side” and “your job is the bane of your existence”, so now you’re ruminating on what could have materialized if you have left your job earlier.

Do not leave your job for the wrong reasons

It is sensible to leave your current job only if these criteria are met:

  • It is taking a toll on your overall health, mentally and physically. For instance, you’re experiencing nausea, migraines, sleeplessness, depression and anxiety, these are symptoms that would not only impact your health in the long run should you choose to stay but it will predominantly affect how you react towards the relationships you have with your co-workers, family and friends. In a science-backed survey by AIA Insurance, the 2019 survey has shown that in a pool of 17,595 employees, 51% suffers from work-related stress and 53% sleeps less than seven hours per night, 84% of employees suffer from upper body pain and musculoskeletal conditions.
  • You have this sense of disarray that your skill sets are not being fed through the right funnel, you feel like you’re not contributing enough to your company. You might be thinking to yourself, am I even in the right role? Are my visions and interests aligned with the company’s long-term objectives? You’re dreadful because you’re not achieving anything significant, you’re demotivated at work, your productivity and output has dropped. Human beings seek for high value work, one that requires us to be creative, analytical, involves human engagement that brings an overall sense of happiness.
  • No growth opportunities and poor remuneration in your current job. Your job is very mechanical and routine based, Joyce K. Reynolds an Expert Business Coach stated that “If you feel static and you can’t earn further responsibilities or get ahead after pitching ideas on a subject matter, you’re most likely in a dead-end job”, this could mean prejudiced treatment, favouritism in management practices, you notice your co-workers are getting career opportunities that you aren’t getting. Remuneration does not justify the workload and treatment being imposed on you, if this has been communicated to your line leader and no clarity has been given after countless occasions, then you should make your move.

From another standpoint, leaving your job for the wrong reasons might pose major career upheavals:

  • Don’t leave your job if you’re being given a strenuous task that is not within your expertise, it is a golden opportunity to experience a new learning curve. In today’s fast paced environment, you’re bound to be given unfamiliarized tasks, by accepting it without hesitation directly showcase your ability and willingness to learn. Job scopes are constantly changing and are becoming more cumbersome hence we need to alter our ways of working.
  • Don’t leave your job if your company is undergoing a corporate restructure.  Organizational restructuring  to align to management’s corporate planning is something that will happen from time to time.  So are downsizing and outsourcing of some work functions
  • With this ongoing pandemic, many organizations have to downsize and end up outsourcing some work functions to contractors. Upon receiving this news, most employees would panic, frantically updating their resumes and LinkedIn profiles in hopes of landing a new job before a career catastrophe occurs. Always remember, if you’re an asset to the company, you would not be easily replaced, don’t rush into unwise actions, have a transparent conversation with your line leader during your performance review, constantly upskill yourself, identify knowledge gaps and discuss opportunities.
  • Don’t leave your job if your workplace relationships aren’t blooming. There’s this catchphrase that one should manifest “Do not take workplace relationships personally”. In a corporate setting, it rarely revolves around you as an individual but on your work performance and other factors as well. All relationships need effort, managing expectations and it requires a two-way communication.  Contemplate if you have been contributing to a less positive rapport with your line leaders or colleagues. How can these relationships be improved to help in your career?

    Ensure that you have 3 to 6 months of emergency savings before leaving your job

However, if you have well taken into consideration the above components and you’re adamant about leaving your job, continue reading as these are risks to be evaluated upon making a decision:

  • Ensure that you have enough savings to cover your fixed expenditures and commitments such as home mortgage and rentals, car loans, health insurance, food expenses
  • Sharpen your soft skills in communication, problem solving, analytical thinking, leadership, stress and conflict management, adaptability
  • Recognize your credit score to ease future borrowings
  • Redo your budget and eliminate unnecessary spending
  • Set up an emergency fund that will cover your expenses for 3-6 months
  • Notify your line leader a month or two in advance prior to leaving and provide adequate justification of your resignation
  • Express gratitude and appreciation towards your co-workers, peers and line leaders. Don’t burn bridges and leave your workplace with dignity and respect

Before making that drastic leap, cultivate self-reflection and identify the fundamental cause of your job misery, ask yourself, would you regret this decision in the long run? It is a precarious choice to make if you leave your comfortable job with or without a backup plan, the repercussions would hit you, psychologically, physically and financially. Keep in mind that we are in the midst of an uncertain job market hence it is essential to plan ahead and implement various strategies before making this bold move, keep in mind that leaving your job does not equal to a personal failure but merely embarking on a brand-new endeavour.

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Leadership Blind Spots to Fix Before it’s Too Late

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Leadership perils that could tarnish reputation, relationships and successes

In the ever-evolving world of business, leadership blind spots can have a lasting impact on workplace dynamics and achievements. These blind spots, often unnoticed by leaders, can tarnish workplace reputation and relationships, hindering progress and growth.

The importance of self-awareness cannot be overstated. Leaders who lack awareness in their behavior might unintentionally cause disintegration within the workplace, impacting team cohesion and overall performance.

The lack of awareness in a leader’s behaviour can cause a negative impact such as disintegration in the workplace

Based on the book Leadership Blindspots by Robert Bruce Shaw, blindspots in a leader are threats that are dangerously unrecognized in the workplace, this could tarnish workplace reputation,  relationships and can hinder a leader’s success and further derail them from achieving their objectives and goals in the long run. The lack of awareness in a leader’s behaviour can cause a negative impact such as disintegration in the workplace and most of the time it is subconsciously unintentional.

In a survey by Boston Consulting Group, 65 executives named the foremost hindrances to adopting agile behaviors, their utmost fears were to “leave their comfort zones”, “leadership team dynamics” and “a lack of self-awareness”. Only a leader who shreds off tunnel-visioning has the ability to provide clear directions that an organization requires while allowing autonomy to ensure actions are executed at the frontlines.

Agile methodologies in leadership prevent organizations from slipping back into bureaucracy that would impede a post pandemic rebound

During times of change, employees look to leaders for direction. Agile leaders, with their open mindset, can provide clear guidance while empowering employees to make autonomous decisions.  To prevent bureaucratic structures, agile methodologies in leadership are crucial. Building a culture of trust and effective communication becomes even more vital during remote work, as employees may face mental and physical challenges.

Some great insights on Achilles’ Heel of Leadership shared by Kirk Hanson, former fellow and Executive Director of Markkula Center for Applied Ethics and President of Electric Impulse Communication Leslie G. Ungar, both have stated some notably common blindspots in leaders that are essentially run by pride, for instance, leaders who:

  • Do not know that they’re trapped in a worldview of their own bubble
  • Do not see themselves doing things that are unjust
  • Demonstrate inconsistent leadership
  • Stop innovating and envisioning a better future
  • Believe all workplace successes are due to their sole contribution
  • Believe that rules do not apply to them
  • Believe they will never fall and fail
  • Avoid tough questions i.e conflict avoidance
  • Avoid accountability i.e playing the victim
  • Repress emotional commitment i.e emotional blackmail

Here’s a great example of a leader’s blindspot, looking into the past case in the early years (1997-2001) of Larry Page, the ungovernable and opinionated co-founder of Google, employees at Google were opting for new directions and strategies for the company, even the basic mechanisms of leadership and they had fought and lost countless of battles with Page. For years, Google was at the brink of losing fundamental authority until Eric Schmidt stepped in to provide “leadership control”. Business Insider covered a sensational story and noted Page finally had the realization of accepting different perspectives, accepting feedback and learning from others regardless of hierarchy thus correcting its course. This is a monumental change as it shifts and re-shaped Page’s perception on traditional and basic management systems. This allowed Page to reign as CEO for a second stint in Google from (2011-2015) before he moved on to Alphabet Inc, a company he “created to deliver major advancements” as Google’s parent’s company.

However, we live in a pessimistic world where the majority of corporate leaders fail to recognize their blindspots as they lack a systematic way to think on possible recourse in increasing their level of self awareness. Here are some effective baselines to follow on improving your level of self awareness and avoiding having tunnel vision by embracing a reversed version of Hanson’s scrutiny:

  • Admit that we do not know everything that is presented to us
  • Walk the talk as actions speak louder than words
  • Give credit and recognize people who did well
  • View ourselves as a small puzzle being fit into bigger puzzles
  • Surround yourself with people who are diverse in thinking
  • Hire a skilled facilitator/coach in your team
  • Solicit feedback in the correct manner i.e 360 degree feedback
  • Reflect and reexamine your past to identify patterns
  • Develop an open culture
  • Communicate effectively and transparently with your employees

There is no one size fits all solution to every leadership equation, the answer is multi layered and it involves these qualities – validation, recognition, empathy, sympathy and consistent actions from the leaders. These aspects provide a much clearer perspective on leadership humility that one should possess. When problem solving eventually becomes a seamless process that enables employees and the organization to flourish and grow, you know that you have successfully cultivated great leadership. There is this saying “failure serves as the greatest lesson” albeit in a person’s life or in business, every experience teaches us new lessons and the unseen pot of gold at the end of the rainbow that it represents. So all in all, the question goes back to the leader: Would you be open to all of the above suggestions to overcome your areas of vulnerability?

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Read more leadership articles:  Essential Traits of a CEO