06Jun

In honor of Women’s History Month, we want to shine light on not only the incredible achievements women have contributed to society, but the steps being taken to support women’s rights along the way. For instance, just a few weeks ago, Spain became the first European country to introduce paid menstrual leave to any employees experiencing painful periods.

Spain is not the only country establishing new policies in an effort to protect and support those who identify as female. Japan, Indonesia, and Tawain, and Vietnam are among other countries offering a menstrual leave policy. The African country of Zambia even introduced a “Mother’s Day” policy, in which female employees are entitled to one day off a month, without the need of a medical note.

These stipulations do not come without worry, however. Those who oppose the laws wonder if they could lead to negative gender stereotypes against women, particularly in the workplace and leadership positions. While the U.S. has not yet adopted these policies, The Washinton Post mentions, “Menstrual leave is not common in the United States, but individual companies are introducing such policies, such as a Los Angeles-based maker of a popular astrology app and a global software company.”

Period pain affects approximately 80% of women, many of whom admit the pain interferes with their ability to work. Those suffering even more severe reproductive conditions, such as endometriosis, can largely benefit from paid recovery days. On the day Spain passed their menstrual leave law, Irene Montero, the Spanish Equality Prime Minister, proclaimed on Twitter, “Today is a historic day of progress in feminist rights.”

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Green Key

How to Keep Your Team Motivated

In a time when the job market is rapidly changing, layoffs are occurring in waves, and times are still a bit uncertain, it’s normal that your staff might need a little extra motivation in the workplace. If you’re an employer or manager, and feel like your staff is working on autopilot, there are ways to keep your team motivated with a clear head and productive environment.

Incentive programs

Reconfiguring bonuses and raises can help keep your team focused on their goals and work quality. For instance, if your organization generally gives bonuses around the holidays, consider splitting up the bonuses into a quarterly earning. Knowing an extra paycheck is coming every few month is an incentive to your employees. This can also be considered with commission structures.

Early communication

Always try to communicate early with your team if you know of any changes or slowdowns in the company or market. Keep an open line with between staff and manager. Employees respond more positively when they know their superiors are remaining empathetic and keeping their best interest at heart.

Growth opportunities

Your team members want to know advancement is in their future. Always be sure that you’re checking in on their performances every quarter in order to remind them of their growth opportunities. Knowing that a promotion or higher position is on the horizon will keep them motivated in the workplace. If possible, it is also ideal to offer employees assistance in obtaining a new degree or licensure to climb in their career.

Accepting failure

Try to support your employees when they have fresh, new ideas, even if you’re not quite sure how they will play out. They want to know their managers are not only listening, but taking them seriously as well. Indeed says, “If you criticize or publicly blast your employees’ failures, they’re going to lose the motivation to try something new. Accept that taking risks comes with some failure. Use it as an opportunity to learn and improve next time, so employees feel comfortable taking risks in the future.”

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Green Key