Three things needed for a long term relationship are commitment, caring and communication. Just as partners in a successful marriage, who are committed to one another, understand the benefits they receive from one another, employees and employers require the same. Employees need to achieve results and employers to provide stability.
Caring is not a word used often in employment agreements but love has a place in the corporate world. The best employers treat their employees well by providing competitive salaries and benefits, training supervisors to manage effectively, giving employees the tools that they need to do their jobs, and, most important, letting employees know how they are doing. Employees show that love back by being passionate about quality and loyal to the companies for whom they work.
And then there is communication. In order to sustain a long term and healthy relationship with employees, smart companies provide job descriptions, mission statements, vision, goals, and frequent performance feedback. And smart employees, who understand where the company is headed and what they need to do, offer innovation.
Just like a successful marriage takes work, the relationship between employers and employees requires the same commitment, caring and communication, not just offered once, but provided continuously over the long term.
About the author: Judy Lindenberger is the President of The Lindenberger Group, an award-winning human resources consulting firm, located near Princeton, NJ. They are experts in career coaching, customized training workshops, online training programs, mentoring, 360-degree assessment and feedback, HR audits, employee handbooks, and more. Learn more about them at www.lindenbergergroup.com.
Too many companies are not responding quickly enough to the expectations and needs of the workforce today. Turnover is costly so it’s time to focus on retention. In the continual rush to be productive we often fail to treat people well. Happy employees stay with companies longer. They’re less likely to be vulnerable to recruiting calls.
One obvious trend is employees are taking control of their careers and their life. Companies are not trusted to provide career longevity. Corporations hire and layoff unpredictably. Job security is a myth so employees have learned to style their lives differently. The truth is more employees are willing to walk away from employment scenarios that make them miserable.
On average it costs between $15,000 and $45,000 to replace a worker who earns between $40,000 and $110,000. While the figures may vary from industry to industry, for example the estimated cost to hire a nurse is around $60,000, the fact is companies can save a bundle of money if they have less attrition.
There are several things employers can do to improve retention and lower hiring costs.
1. Training. Give employees more skills. Employees want to increase their value.
2. Provide communication training. Encourage and expect constructive feedback to flow up, down, and sideways. Provide avenues for feedback. Surveys show the number one reason people are unhappy at work is due to an ongoing issue with someone who matters at work. Increased stress can certainly lead to turnover.
3. Mentoring programs. Help employees see the long view and career path options. How do they get to where they want to go?
4. Flexible schedules. Focus on what is expected of an employee. Be clear about what, when, and how they are to accomplish their goals. Define clear parameters. Younger people want a work/life balance and will quit their job to get it elsewhere. Define what fair, good, and excellent performance includes so employees don’t feel unfairly criticized and can improve their performance responsibly.
5. The ability to work from home a few days a week. This makes for happier, more loyal employees.
6. Ask for feedback. How are you doing managing your company? What are the perceptions of your staff on your performance? What are you doing to improve? New managers should know their staff will evaluate them regularly, and anonymously, where possible. Are they willing to improve their management skills?
Different issues arise as a company grows. Pay attention. When I owned an independent adjusting company in the Chicago area the outside investigators who worked for me were highly skilled. When we got together there was a great deal of ribbing and jockeying for some kind of superiority I didn’t quite understand.
I thought of us as a team. We were one exclusive, competent company who handled the toughest workers compensation and liability claims in the city, for the best insurance companies. I wanted to create unity not competition within. One Saturday I asked the investigators to come in for the morning. I had them each read two of their co-workers’ files.
I asked them to verbally critique the work of their peers. They worked independently being responsible for each assigned investigation until conclusion. The result was heartening. Each one was humbled and impressed with the caliber, professionalism, depth, and insights of the people they worked with. Never before had they seen the work product of their peers.
The compliments were genuine and respect sincere. There was an elevated sense of camaraderie. We all belonged to the same ‘club’ of outstanding service and talent. We were more united and the one-upmanship stopped. I knew we had the best investigators in the city but they didn’t know until they experienced it for themselves.
The result was we had no turnover for five years before I sold the company. The loyalty, integrity, comfort, and trust we enjoyed was unique. Situations arise all the time that require an individualized solution. If one approach fails to get desired results, think of a new strategy. Ideas are free, turnover is not.
Leadership is not hard if you’re willing to serve your employees the way you serve the customer. Lower hiring costs by increasing retention. Loyalty is not a given. Earn it and everyone wins.
About the Author: Kimberly Schenk is a recruitment coach and mentor. She trains both individuals and corporate staff. Kim teaches the full cycle recruitment process and has an updated book available online called TopRecruiterSecrets. Learn more by visiting Kim’s blog about corporate recruiting.
When it comes to attracting and hiring top employees, there are several things you can do to help employ the best and the brightest. On the other hand, there are other things you may do, without even realizing it, that will drive your best employees away. In my experience, here are the seven fastest ways to lose employees – and how to turn those negatives into positives for your business. These are tips that Human Resources should share with every manager, and make sure they are practicing within the company.
#1 Unreachable Expectations
The first way to lose an employee fast is to set unrealistic expectations. This does not mean managers should lower their standards. What it does mean is that they should be in tune with the business and what it takes to succeed.
Instead of setting goals and deadlines that cannot be met, managers should come up with realistic goals for employees. This doesn’t mean they should be easy; goals and expectations should involve hard work. The difference is the expectations should be attainable for those who work hard for the good of the company.
#2 Constantly Criticize
Another thing that managers do to drive employees away quickly is to constantly criticize them throughout the workday. It is difficult for a person to do any job well if they feel that everything they are doing is wrong.
Instead of criticizing every wrong move, managers should acknowledge employees for what they are doing right. You can help them by teaching them how to turn a negative comment into a positive one. Constantly reinforcing this within the company will help others learn to manage this philosophy in a daily work environment.
#3 Managing the Micromanager
By the same token, some managers may find it is easy to be critical when they are constantly looking over their employee’s shoulders. It is difficult enough to do your job without the added burden of having a manager within reach, second-guessing every move you make.
Instead of micromanaging employees, managers should learn to give their employees some room to work and occasionally make mistakes. As long as the mistakes are not career or business ending, this will help them learn the right way to do business in the future.
#4 Pass the Blame
Part of being a good manager is sometimes accepting the blame when things do go wrong. It is not possible for a manager to control everything, and mistakes will happen. It is what happens next which will chart the course for the company’s future.
Instead of passing the blame, Human Resources needs to foster an environment where it is acceptable to make mistakes without fear of a person losing their job. This will make it much easier for both managers and employees to accept both success and an occasional mistake.
#5 Expect Long Hours and Overtime Without Compensation
There is no doubt most top employees work hard, and that is what likely keeps a successful business thriving. However, no one should expect to work long hours and put in a lot of overtime without the understanding there will be some type of compensation or job security gained because of it.
Instead of demanding mandatory overtime every week without any extra pay or benefits, build in a structure that compensates employees in some way. If an employee is constantly working difficult extra hours, without an end in sight, it is likely they will soon set their sights on a new place to work.
#6 Fail to Offer Rewards, Incentives or Bonuses
Along with compensation and pay comes the need for some type of system that rewards employees. No one wants to put in a lot of hard work with nothing to show for it. Big or small, rewarding your employees can go a long way.
Instead of avoiding all rewards, incentives and bonuses due to the drain on a company’s finances, Human Resources should lead the charge in finding creative ways to support employees. An occasional treat, a prime parking spot, or even a paid day off can go a long way when it comes to emotionally uplifting employees.
#7 Treat Employees Only as Employees
Finally, managers and executives within a company need to understand that employees should be treated with respect. If workers are acknowledged simply as “employees,” they will not work their hardest for the good of the company and likely be eager to leave.
Instead of creating a division within the company, Human Resources should encourage managers to create a respectful environment. It is important that employees feel valued and that they feel their opinion is respected.
While the economy may still be recovering for many U.S. businesses, employees will not want to stay with any company that does not respect them or value the contribution they make to the business. Ensuring your company understands what drives employees away will help make it easier for you to retain the employees the company values most.
About the Author: Cassy Parker, social media advocate for CreditDonkey (@CreditDonkey on Twitter), a credit card comparison website, has experience helping small business owners thrive. As the content manager for the business section, she keeps a pulse on the challenges small business owners face.
When you hire a veteran you’re not simply doing a good deed, you’re securing a company asset. Many veterans have training and experience that puts them high on the talent scale, even when compared to traditional college or business graduates. Although at first glance it could seem easy to miss the translation of military experience to civilian work, don’t let that fool you. By overlooking an applicant because they spent the last couple of years in the armed forced you may be missing the opportunity to find each of the following:
Employers may shy away from hiring veterans because they are under a false impression that veterans lack the civilian work experience necessary to make them successful employees. However, veterans often have training and experience that equip them to be highly competitive job candidates, who translate into efficient, reliable, and driven employees. Traits regularly seen in veterans include:
- A strong work ethic
- Team players/ Leadership
Veterans are conditioned to work in high pressure situations, often with limited resources. For start-ups, this can be particularly beneficial, as veterans provide problem solving and decision making skills needed to lead high impact teams, quick changing logistics and pressing deadlines.
Companies that hire veterans aren’t just getting great talent, they are also making themselves eligible for tax benefits. Two benefits offered by the VA include the Work Opportunity Tax Credit (WOTC) and the Special Employer Incentive program (SEI). WOTC allows businesses to obtain up to $9,400 in tax credits for hiring veterans, while the SEI can reimburse employers up to 50 percent of the veteran’s salary for up to six months.
By signifying your willingness to hire veterans, you show that you are also investing in the community that surrounds your company. Communities are often strongly oriented towards supporting their local veterans, and by demonstrating interest in hiring veterans, your community will be more likely to offer you their patronage.
Veterans also have an ingrained sense of loyalty that can translate extremely well into the civilian work world. Once they become a part of an organization, their sense of duty and loyalty tends to also extend to their company. By hiring a veteran, you have the opportunity to experience positive word-of-mouth advertising and enthusiasm about your place of employment. This kind of genuine promotion helps to attract other potential high quality employees within your community.
Finding A-Player talent at your company can be a daunting task. Seeking out veterans who possess skills and qualities you need can make the fabric of your organization stronger and more diverse. So instead of just posting a job to common recruiting sites, the next time a position becomes available in your company, consider posting to military sites or hosting a booth at a local veteran’s career fair. You’ll increase your odds of finding talented, qualified and motivated applicants.
About the Author: Amanda Andrade is the Chief People Officer for Veterans United Home Loans — Fortune magazine’s 21st best medium workplace and one the fastest growing companies in the United States according to INC magazine. Amanda has led human resource organizations in both public and private sectors. She also has a doctorate in Environment and Behavior, focusing on highly profitable, employee-centric work environments. Connect with Amanda on Google+.
Women in the workplace, and in particular acceptance of women in leadership roles has come a long way over the years. But despite the progress in this area, women in the workplace still face unique challenges, especially as they assume management roles. A good leadership training program can help give women the confidence they may be lacking due to these challenges.
Women Are Not The Same As Men
The gender difference goes beyond just the physical aspects. The talents, attitudes and problem solving skills differ significantly. So does language. Women find their strength in different ways, and good leadership training recognizes and develops this.
For example, women often have greater powers of persuasion than men. Women are great at absorbing information from multiple sources, and they rely heavily on intuition whereas men are more fact-based decision makers. Women are also more in tune with the emotional motives behind people’s actions. This wide perspective and insight into motivation are great assets when it comes to leadership situations requiring persuasion. Focused management training understands how to cultivate these skills.
Women are empathetic which serves them well in understanding, and overcoming, the prejudices that might present themselves in the workplace. Some men have great difficulty taking orders form women. With the proper management training, women can be equipped with the right skills to handle delicate situations without yielding their authority.
Strong Interpersonal Skills
Women in leadership roles can be trained to take advantage of the natural ability women have at being more flexible, social and empathetic. These are great team building skills that proper training help make even better.
Resistance and Resilience
Men have stronger egos than women in general. This doesn’t mean, however, that women have to transmit an inferior or weak self-image. In areas where women are naturally less skilled than their male counterparts, training pays off big time. Women can adapt to situations faster than men in general. So training them to have a stronger self-image is not only possible, but can bring stellar results to their leadership profile.
This might be a woman’s greatest strength. She is typically more inclusive which leads to strong teams since everyone feels like they are involved. Women are better listeners than men in general, and women like to hear all points of view before making a decision.
Some might find it surprising, but women are more likely to take risks than men. Men are more structured and cautious. Women on the other hand are often more innovative as they are willing to bend rules and not get caught up in worrying about details. Again, these natural skills might not be fully developed, and that’s where good management training can help.
Specific Objectives Matter
A general understanding of the female management psyche is only useful if we have clear objectives for better management skills. Some objects could be:
- Establish a clear picture of strengths and weaknesses
- Set definite personal and professional priorities
- Learn how to lead by providing and receiving feedback
- Decide where to invest energy based on personal cost and benefit
- Acquire networking strategies
- Understand the reach and limits of authority
- Learn how to ask for and interpret feedback
We have seen how women differ from men, and the special challenges that women face as managers. Specific training can help women no only fully develop their natural strengths, but also overcome developmental needs. All this leads to strong leadership in the workplace.
About the Author: Mark Arnold has many years of experience as a HR consultant. He enjoys sharing his perspective and experience with the business community. One of his favorites is focused management training, like that provided by K Alliance. He has worked as a HR manager and consultant for many online and brick and mortal companies. He focus on boosting company’s productivity and culture.
Editor’s Note: This post is the second in a two-part series about the importance of happiness in the workplace. You can read the first post here.
The conventional pursuit of happiness places a great deal of emphasis on success. Shawn Anchor, author of “The Happiness Advantage” and motivational speaker states that this philosophy is completely backwards.
Anchor’s lectures and seminars on positive psychology are the most popular classes at Harvard University and in recent years he’s established a name for himself as a world authority on happiness in the workplace. Anchor’states “when we are positive, our brains become more creative, motivated, energetic, resilient and productive at work.” These theories have led many businesses to implement their own happiness strategies to increase employee engagement.
If you’re struggling to keep your employees enthused about work, developing your own “happiness strategy” could give them that much needed motivational boost. Employees who aren’t happy usually won’t have the drive to do their job at peak performance. Even when money is tight there are always ways to implement a happiness strategy without hindering your company’s finances. These tips will help you get started.
Acknowledge good work
Always praise your employees when they perform well. Don’t have the “it’s what they get paid to do” attitude, even if it’s true. Spend a few minutes out of your day to recognize good work and dish out compliments. If you feel like you don’t have anything to rave about, rather than focus on the negatives remind your employees about a successful quarter or pleased client. Emphasizing the positives is much better than emphasizing the negatives. One company that ensures its employees are acknowledged is Google. Over the past few years they’re made several small changes that have increased the happiness of their staff.
Exercise doesn’t just have physical benefits; it will also stimulate the mind and increase productivity. Give your employees the option to take a walk or engage in 10-15 minutes of cardiovascular activity each day, outside of their normal breaks. It’s no secret that exercise makes people feel great and could be just what your employees need to start thinking more positively. In addition, consider running a company exercise program and encourage everyone to take part – set weight loss goals, create a diet plan and schedule weekly weigh-ins to keep everyone on their toes.
Open New Doors
The thought of being stuck in the same job position, with the same wage, the same holidays and the same prospects can be very demoralizing. Don’t be afraid to open doors and provide incentives to employees who perform well. Accountancy firm Mercer and Hole recognizes the importance of promotions and credit their incentive program for helping them achieve the rank of one of the top 50 accountancy firms in the UK.
Focus on Engagement
Encourage creativity and spend a little time each week asking your employees for their honest opinions. Getting everyone to feel like part of the team and not just another cog in the machine could drive your business towards success.
Make these positive changes as soon as possible. Incorporate your new “happiness strategy” into your business plan and follow it through. It could yield results that you never thought were possible.
About the Author: Jenna Evans works part-time as an Employee Relations Adviser at Tollers Solicitors. She enjoys eating far too many noodles and travelling. She is also in the early stages of researching for a book related to empowering women in business.
Healthy employees make for a healthy bottom line. The mental and physical health of your employees has a direct effect on your business’ performance. To emphasize this synergy, the American College of Occupational and Environmental Medicine looked at health-focused companies that won its Health Achievement Award and found they consistently outperformed the
Standard & Poor’s 500 index between 1999 and 2012. Companies that emphasize a healthy work culture are more valuable to investors and remarkably impact business performance.
Laughter: An Important Ingredient in a Healthy Workplace
Sure, businesses offer company-sponsored health programs, and the typical ambitious businessperson participates in them. Yet among yoga practice and running, laughter in the workplace can also improve health. Laughter has numerous health benefits—it lowers blood pressure, reduces stress hormone levels, improves cardiac health and releases endorphins, according to Gaiam Life. Laughter is a healthy high that creates a productive and more engaged working environment.
“Health, happiness and productivity are intrinsically linked,” Josh Stevens told FoxBusiness.com. As CEO of Keas, a workplace health and wellness program, Stevens believes poor health directly affects employee disengagement, lost productivity and low job satisfaction. Employers can use humor as a cost-effective tool that improves an employee’s mental and physical health for enhanced productivity. Humor can release tension and reduce boredom for tedious and repetitive work. A hearty laugh can lower anxiety and stress, which helps an employee concentrate and focus on high-pressure projects.
Embrace a laid-back, relaxing (and productive) work environment where employees can naturally be themselves and make jokes. In an Australian study of 2,500 employees, 81 percent of the surveyed employees believe a fun working environment correlates to more productivity, and 93 percent said on-the-job laughing lowers work-related stress, according to the essay “Humor in the Workplace: Anecdotal Evidence Suggests Connection to Employee Performance.” A Robert Half International survey supports the humor and productivity relationship—84 percent of surveyed execs believe people who have a good sense of humor do better on the job.
Humor connects employees and boosts employee team-building, which creates an open, expressive and trusting work environment. If employees can bond over a silly joke and share a laugh, then those same employees are likely to positively collaborate on ideas and work well together on a project to achieve a common goal.
Get Merrier This Holiday Season
Welcome humor into the workplace by creating a non-hierarchical, innovative office culture that encourages employees to comfortably be who they are (within common-sense, professional limitations, of course). As the end of 2013 approaches, here are some fun holiday-themed events you can use to keep up employee momentum and motivation:
- Invite co-workers to happy hour
- Host a funny family photo contest. Invite employees to submit their silliest Christmas card photos and then create a presentation for the company. Ask employees to vote for their favorite and award first, second and third place winners with a PTO day or gift card.
- Throw an office party and welcome employees’ partners and kids—you can even have Santa on hand.
Use the holidays as an easy transition into a more laid-back workplace that encourages employee humor (and higher performance) for 2014.
About the Author: Henry Griffith is a life coach for personal and professional needs. He works closely with several health and wellness organizations to promote healthy living in the workplace and at home. He has given multiple motivational speeches to public and private organizations. Now that he has small children of his own, he is taking time to write, travel with his kids and work on a book about healthy family living.
Looking for a life-impacting role for HR? Explore the opportunity you can use to save lives and life styles. I am talking about the life skills and balancing of life decisions of both your employees and their spouses.
My mom’s cousin lost her husband in the last year. In her grief and lack of education, she ignored the opportunity to keep her insurance and other benefits going. She has now had a stroke and may need brain surgery. I don’t want to go into the healthcare debate; I want you to think about the people and the impact a little education and/or policy changes could make.
What if her insurance and benefits could have continued automatically, paid out of her survivor benefits? This could at least have happened for a reasonable “grief” period, when there are so many decisions to make.
Let’s go beyond insurance and jump to life skills discussion. Want to increase family engagement? What about addressing the often ignored factors of estate planning and organizational skills? 85% of households have one spouse solely responsible for bills and paperwork. How can you help employees and their spouses, regardless of which one is the household operator, understand the critical necessity of cross training or at least strong organization of these processes. It can be touchy, but in many cases, it would be very welcome to have tools and discussion facilitated.
This issue is gender and socio-economically diverse. Think about it. Think about your mom, dad, sister, brother, grandparent, spouse. Who is going to be impacted by a tragedy compounded by complexity of new skill requirements, or financial messes that have never been shared?
You can make a difference.
Lois Melbourne, GPHR, is co-founder and former CEO of Aquire Solutions, mom to one terrific young son and wife of co-founder Ross Melbourne. After entering a bit of a sabbatical life phase, she is authoring a series of children’s books about career ambitions. She maintains a strong personal commitment to career education and small business development and is a speaker, author of industry articles, and an occasional blogger and networker. Connect with her on Twitter as @loismelbourne.
Success is the primary objective of every business. But what exactly is success and how is it measured? To many it’s determined by financial gain, and behind financial gain there is always one thing that has set the path – happiness.
With so much emphasis on profit it’s all-to-easy to lose sight of your employees, the backbone of your business. Contrary to popular belief, good business isn’t always about investing in products or services, but investing in people. So before you start analysing statistics to look for a magic formula, take a step back and ask yourself, “are my employees happy?”
Improving Employee Engagement
A hefty paycheck, light workload and long holidays won’t always yield positive results. On the other hand, incentive programmes, career advancement opportunities, and making sure good work doesn’t go unnoticed is directly linked to job satisfaction. Sonja Lyubomirsky, Ph.D., professor of psychology at the University of California, conducted a study entitled, Does Happiness Lead to Success? She states that if you implement a daily dose of positivity, your employees will be more engaged and motivated, which will lead to better job performance, – “happy people frequently experience positive moods and these positive moods prompt them to work actively towards new goals.”
Implementing a “Happiness Strategy”
Whether you run a large scale corporation or small business, implementing a “happiness strategy” should be a crucial part of your business model. Google recognises the importance of balance between working and personal life and allows their employees to dedicate up to 20% of their time to a project of their choosing. This has resulted in innovations such as AdSense and GoogleTalk. While small businesses may not have the finances to make such bold investments, changes can still be implemented.
It’s no secret that healthy living greatly contributes to happiness. Coors Brewing Corporation reported a $6.15 return for every $1 that they invested into their corporate fitness programme. In addition, Currency Index reported a 43% drop on absenteeism during the 12 months following implementation of their employee fitness scheme. Again, while investing in an on-site gym may be out of reach for your business, allowing your employees to take a little time out of their schedule to exercise could significantly increase their productivity.
Make Happiness Your Priority
Happiness is often considered a by-product of success. Shawn Achor, author of The Happiness Advantage, has a very different philosophy. Achor states, “Your brain at positive performs significantly better than at negative, neutral or stressed.” His studies have concluded that happiness is actually the driving force behind success and has started sharing his theories with businesses throughout the world.
If you’re serious about long-term financial success, take a leaf out of Achor’s book and make happiness your priority. Start today. Before you dismiss your employees for lunch or send them home, take a few minutes out of your schedule to make the rounds and give them some positive encouragement. A compliment will go a long way.
About the Author: Jenna Evans works part-time as an Employee Relations Adviser at Tollers Solicitors. She enjoys eating far too many noodles and travelling. She is also in the early stages of researching for a book related to empowering women in business.
Do you like your job? Are you fully engaged in it? Though this question is one that may seem like it depends on your personality, there is a certain part of this that is hard-wired into your gender. Though it may seem like old-fashioned thinking, there is more and more evidence linking sex genes and the ability to fully engage yourself in certain tasks.
In the post-World War II era, the “typical” family dynamic had dad at work and mom at home. Though this was not always the way of the world, it was pushed to be the way things should normally be, for several reasons. The idea that women were best served as providers and should be caring for their family was often stated, and the man’s job to go out and work for the family’s income was expected.
These lines began to blur in the 1960′s and 1970′s, as the women’s lib movement pushed back, claiming the right for women to also work outside of the home, and shifting the cultural view to the idea that women can do everything that men can do, and should be expected to try.
Fast forward to the nineties and the turn of the twenty-first century, and the two-family income household had become the norm for married couples. Worker productivity and employee satisfaction became buzzwords, and companies began looking at efficiency consultants, who considered not just the best layout for a business to get the best product for its investment, but the corporate culture, and improving employee engagement.
This is a trend that has continued, and as genetics research continues to become a larger and larger factor in looking at how humans perform, gender-based accomplishment studies have come out. One of the things that has been suspected for a long time is that women are predisposed to be better multitaskers. A number of studies have confirmed this, showing that when asked to do several unrelated tasks in a short period of time, women vastly outperformed men. Men, however, are better at focusing on a single task to the exclusion of another. A famous study often quoted in psychology classes looks at men and women who were given two different stories that were simultaneously read to them, one in each ear. When they were asked to choose one story and listen to it, to the exclusion of the second, men were able to do so. Women were not.
So how do these natural brain differences translate to work engagement now? A lot of it depends on the kind of tasks that men and women are expected to do, and the varying skills needed to complete them. Traditionally, men at a management level were often required to perform many of the larger tasks, but have an assistant to help them perform the smaller, variable tasks that were expected. As the gender playing field has leveled more and more, the high-level jobs have been shown to be performed equally well by both men and women. An engagement survey would likely show equal satisfaction for both genders. Instead, the discrepancies have been shown to be more at the low income and education levels.
At the blue-collar level, there is still a gender bias when it comes to certain jobs. Technical service and repair jobs are more often chosen by men, and jobs like office manager are more often chosen by women. Though this has been partially dictated by the cultural history of these positions, the tasks expected in each job type dovetail nicely with what the brains of men and women are naturally best, and likely most fulfilled, at doing.
What do you think? Is there a notable difference in engagement based on gender? Is the difference more or less pronounced based on income and education level?
About the Author: Louise Gregory is a human resources professional specialized in employment engagement analysis and pensions management at AON. When Louise isn’t working hard in the big smoke you will find her sunbathing on the East coast. She loves cooking, writing in her new blog and trekking with her family and Benson, the house dog.