For many women, climbing the corporate ladder becomes a completely different story when they get to the top.
Instead of celebrating their professional growth and the culmination of hard work, determination and dedication in their area of work, they face the reality of office dynamics, which quickly dilute the sweetness of their new role.
Employees become relaxed and don’t deliver on their KPIs, ask for silly favours or simply create a climate of conflict - a day never passes without challenges that have nothing to do with the job.
Sihle Bolani is the author of We Are the Ones We Need: The War on Black Professionals in Corporate South Africa, a book that explores the emotional and psychological trauma suffered by black professionals, especially women, as a result of corporate abuse and the suppression of black talent.
Bolani’s book was inspired by her own experiences in the workplace, where as a black female, she found herself navigating a very challenging terrain.
“Bullies in the workplace tend to target people from marginalised groups whom they believe they can overpower,” Bolani explains.
“It’s very much a statement that says, ‘Don’t tell us what to do. Know your place,’ and it is usually accompanied by other passive aggressive behaviours such as exclusion, offensive jokes, erasure, etc.”
1. Know the challenges
Bolani, who now works as an organisational culture strategist, says there’s a long list of challenges that women in leadership face. In most cases, it comes as a surprise and can be debilitating, especially if they’re trying to build an effective team.
“Racism, which influences our perceived capabilities, intelligence and worthiness to earn equally, is one of these challenges,” says Bolani.
“Sexism, which is designed to control how we dress, how we express ourselves, how much mistreatment we must tolerate to be a good ‘cultural fit’ and how much we earn, is another. And sexual harassment, which targets black women at a higher rate than any other group, coupled with lack of support when we report cases, is another challenge.”
Victimisation by workers is likely to intensify if the boss is a woman in a male-dominated space, or is a Black woman in a white and/or male-dominated space, or is part of the LGBTQIA community, or is a person living with disabilities.
2. Take charge
An undermining working environment can be draining, leaving the new boss feeling unsure of how to best control the dynamics without further alienating themselves from colleagues. It’s important to proactively seek ways to correct these dynamics in order to foster a healthy work environment.
The first step to take, is to assess how the person’s work ethic and non-delivery are affecting your team’s success.
“If someone’s non-delivery is affecting your ability to do your job, address it directly with that person. If they still don’t do their job, escalate the case in accordance with your organisation’s policy. Document everything in writing. Clearly articulate how that person’s non-delivery is impeding you and what the financial implications for the organisation are,” says Bolani.
It’s also important to assert yourself as a leader. Experts further advise that as a leader, you should focus on building a culture of accountability whereby those who report to you take ownership of their work and develop problem-solving skills while contributing meaningfully to the team. Deal with those who continue to defy the team’s work ethic so that they don’t influence other employees to rebel.
3. When all fails, pull on institutional support
In trying to address hardened individuals who are resistant to your efforts, experts recommend coaching sessions, asking the HR department to intervene, encouraging the individual to undertake performance improvement programmes, and counselling.
“If all reasonable interventions fail, initiate conversations about moving the employee to a different area of the business where they can contribute meaningfully and thrive,” she adds.
4. Upskill with leadership courses
Be open to capacitating yourself through leadership programmes to upskill yourself in effective leadership. Bolani says you need to accept that even if you’re a good leader, you won’t be respected by everyone.
“So, be true to yourself, be led by kindness and a good work ethic, prioritise your credibility, deliver, be accountable, give your team space to do what they need to do, and be meticulous about results. In all this, have boundaries,” she advises.Human resources executive, Nonoshee Nomachule Ramphele, offers tips for dealing with some common workplace dynamics.
Absenteeism
Problem: You’ve been understanding about your employee’s personal problems, but now it’s getting out of hand and without a fail, they are absent once or twice a week.
Solution: You can assist the employee by granting them a certain number of annual leave days so that they can sort out their personal issues. However, you need to make it clear that they have to return to work on the agreed date. If the absenteeisim persists, refer to the company policy’s disciplinary procedures.
Tardiness
Problem: It is acceptable to be five minutes late, but an hour is pushing things too far.
Solution: Identify the source of the lateness: is it transport issues or personal reasons? Sit down with the employee and seek solutions on how this can be addressed. Gently remind the individual that all employees have a contractual obligation to be at work on time.
Insubordination
Problem: An employee refuses to follow any instruction and looks down on you.
Solution: Don’t be tempted to respond in a similar fashion. You must clearly state that their behaviour is considered as insubordination, which is against company policy. If the behaviour continues, take disciplinary steps.
