We've all been there - staring at a mounting pile of tasks, feeling overwhelmed, or grappling with self-doubt. Yet, how often do we actually talk about these struggles at work?

Not nearly enough, if you ask us.

In our professional lives, there's often pressure to appear constantly competent and in control. We put on our "work faces" and power through, sometimes at the cost of our wellbeing and productivity. 

But what if there was a better way?

Being open about our challenges at work can have some surprising benefits:

1. It builds trust and connection
2. It leads to solutions
3. It reduces stress
4. It promotes a healthier work culture

So how can we start being more open?

• Start small: Share a minor challenge with a trusted colleague and see how it feels.
• Lead by example: If you're in a leadership position, model vulnerability by discussing your own struggles.
• Create safe spaces: Encourage team check-ins where people can voice concerns without judgment.
• Offer support: When others open up, listen empathetically and offer help if you can.

How Employers Can Help:

Employers play a crucial role in fostering an environment where employees feel comfortable discussing their struggles. Here are some ways they can contribute:

1. Implement an open-door policy: Make it clear that management is approachable and willing to listen to employees' concerns.
2. Provide mental health resources: Offer access to counseling services or employee assistance programs (EAPs) to support staff wellbeing.
3. Encourage work-life balance: Promote flexible working hours or remote work options when possible to help employees manage personal and professional responsibilities.
4. Regular check-ins: Schedule one-on-one meetings between managers and team members to discuss not just work progress, but also challenges and personal wellbeing.
5. Create a feedback culture: Implement systems for anonymous feedback so employees can voice concerns without fear of repercussions.
6. Offer professional development: Provide training and growth opportunities to help employees overcome skill-related challenges.
7. Recognise and reward openness: Acknowledge team members who contribute to a culture of transparency and mutual support.
8. Lead by example: Encourage leadership to be open about their own challenges, normalising vulnerability across all levels of the organisation.

Remember, being open doesn't mean oversharing or constant complaining. It's about honest, constructive communication that acknowledges our humanity in the workplace.

By being more open about our struggles, and with employers actively supporting this openness, we can create stronger teams, find better solutions, and make work a little bit easier for everyone. So, why not give it a try?