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Greetings!
I don't know about you but this summer is flying by WAY too fast for me! Welcome to the August issue of GenderSmart Tips.
This issue is dedicated to some of the insights gained through research I conducted for my new book about what women want in the workplace and how to provide it. Newer generations want the same things, so this information can be applied to most of your employees and recruits for improved selection and retention results. Happy reading!
Warm Regards,
Jane Sanders | |
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Five Things Women (and Everyone Else) Want in the Workplace |
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And How to Provide Them
...by Jane Sanders
Too bad we can't have Mel Gibson's ability in his movie "What Women Want" to hear what women are really thinking! The research for my new book on recruiting and retention provides the next best thing - what over 100 professional women in various industries and positions told me they were thinking. Following are a few of their insights with a couple suggestions (from many options) for each.
#1: Of no surprise, women want and are demanding flexibility.Even with men contributing more at home, women still handle the majority of child-rearing and home-making duties. Combine this workload with the increasing desire to spend more time with family and to maintain some semblance of balance between work and personal lives, and flexibility becomes paramount. The incoming Millennial Generation (Gen Y) is adding to this growing workplace requirement of flexibility for both men and women. The workaholic phenomenon is over.
Suggestions: Form a task force to address this need. Let flexibility take many forms and options, such as flex time, part-time, extended days with Friday off, tele-commuting, individual schedule control, etc. Then while recruiting promote these important benefits. Happy, less-stressed employees are more productive employees - few HR leaders would argue about that. Every study I have read indicates that flexibility and performance measured by results, not by face time, improve productivity.
#2: Women want fulfillment from helping people in a meaningful way. They want to make a positive difference in their community, in their company, in the world. Generally, women are nurturers and want to help others and make things better for people. And Gen Y especially is committed to altruism, volunteerism, the green movement, and making the world a better place.
Suggestions: Certainly while recruiting, and continuing with regularity, communicate clearly and specifically how your company helps people and makes a difference in the world. Make the connection between what employees do every day to positively change lives, and talk about it internally and externally. Initiate a "The Good We Do" bulletin board, email newsletter, or segment of your staff meetings and other events.
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GenderSmart Tips |
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How To Develop Respect and Trust with Women (with anyone, actually)
Women want to be taken seriously. They want to be trusted and respected, and they want to be able to trust and respect their leaders and managers. Of all the needs discussed to this point, this one requires the most effective communication and understanding of gender style differences.
Let's (notice my inclusive language style) explore a few strategies and tactics to help develop respect and trust with women. Trust must exist for women to feel a connection and perform at their highest level. Below are four key strategies, with accompanying tips for each, that can be applied while recruiting and while managing women and Gen Y:
1. Accommodate her communication style and need for connection
- Ask about her challenges, successes, hobbies, kids (if she already mentioned them), interests, etc., of course within your company's legal parameters.
- Offer your own personal information as appropriate.
- Be interested in and empathetic with her problems and challenges but don't try to solve them (unless they are performance related and she clearly needs support).
- Offer verbal emotional support.
- Be polite, use "please" and "thank you."
- Don't use patronizing remarks such as "honey," "sweetie," "gal," "feminine problems," etc. (As you roll your eyes saying "no kidding," don't delude yourself that this isn't happening.)
- Ask for her input and opinions about work/office issues so she feels valued and respected.
- Offer more details.
- Understand her need to process thoughts and feelings out loud.
- Recognize she may not sell herself to you as well as she could sell your products and services.
- Know that a softer style (inclusive language, apologies, etc.) doesn't necessarily mean less competent or talented. Also recognize that she may not sell herself to you during a recruiting interview as well as she could sell your products & services after being hired.
2. Listen to her attentively
- Maintain direct but not constant eye contact.
- Re-phrase and repeat her comments occasionally.
- Watch her body language and facial expressions for signs of confusion or disagreement.
- Interrupt rarely, primarily only to clarify.
3. Acknowledge her stress
- Show willingness to discuss: "Having a crazy day? Tell me what's going on."
- Empathize and share similar stories.
- Sincerely acknowledge her ability to manage life, family, and career.
- Listen; don't give solutions; then ask if you can help.
4. Honor her decision-making style
- Offer more detail.
- Avoid pressure or rushing her decision.
- Share similar examples of other women who joined your company.
- Let her talk alone with other women leaders and managers.
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Quote(s) Of The Day |
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"Everyone is kneaded out of the same dough, but not baked in the same oven." ...Yiddish proverb
"If the world were a logical place, men would ride side-saddle." ... Rita Mae Brown, poet, author, horsewoman, founder of the first all-women polo club in America.
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You are welcome to reprint any part of this newsletter as long as
you include "By Jane Sanders, GenderSmart® Solutions, 877-343-2150, http://www.janesanders.com."
Contact Information
Toll-Free: 877-343-2150
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