Encourage open communication

If you’re in a leadership position, make sure that you’re creating an environment where employees can feel comfortable raising the issue of unequal workloads.

Davies notes: “Managers should create regular opportunities for their employees to feedback their experiences, and employees should ensure they’re making the most of these If you’re the team member shouldering additional responsibility and you’re comfortable, speak to your colleague directly. Exercising a degree of understanding and compassion goes a long way and so it’s worth considering that your colleagues might have something else going on you’re unaware of.”

Set boundaries

“If you’re willing to pick up some slack, set a boundary about what you will do for them and for how long,” says Stallwood. “Keep your boss in the loop about this. Not in a tattle-tale way, but rather an ‘I’m doing this for the team and you should know about it’ way. If the scope starts creeping beyond what everyone has agreed, it’s time to get more serious.”

Recognise individual effort

We’re all one big team, sure, but bosses should make sure they’re praising people who deliver great work on an individual level.

“Recognising and appreciating when an individual has contributed to a task creates a sense of worth and empowerment in a team,” says Davies. “If your team members feel they are being recognised for their hard work and commitment, they are likely to be more motivated.”

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