Workplace Culture Archives - Trang 3 trên 8

Watch Out for these Gender Bias Signs

Nhận Thức, Empowering Women, Workplace Culture / My Holland

Gender bias is the tendency to prefer one gender over the other. Often, men receive preferential treatment in the professional world. More organizations are striving to close the gender gap in their respective industries. But, gender stereotyping might still be happening unconsciously in the workplace. This bias is the tendency to prefer one gender over the other. Often, men receive preferential treatment in the professional world. Even with good intentions, organizations unknowingly may be perpetuating this bias. So, it’s best to look out for these signs and stop unhealthy behavior in the office. 1. Parenthood Bias Demanding jobs require much from employees. This means spending more hours at work, whether in the office or home. As a result, many employers believe that mothers or women, who intend to raise a family, may not be fully committed to additional tasks. A study in the American Journal of Sociology (March 2007) revealed a bias against mothers. They are less likely to be hired or promoted. You might think it isn’t happening at your workplace. You could be wrong. Sometimes, stereotyping can be disguised as something else. Expecting less from moms because they can’t stay late, take business trips or attend dinner meetings is not being considerate. Limiting their responsibilities means restraining them from growing, developing and allowing them to reach their full potential. 2. Classification Bias In many countries, people wouldn’t vote for women during elections. Despite strides in all areas of life, women are still viewed as weak, too emotional, etc. Those that break the mold are viewed as exceptions rather than the norm. Women can be weak, but not all are. Unfortunately, in some societies, biases against women remain. Stereotyping can also affect how managers assign tasks to their colleagues. When women are viewed as inferior, they aren’t given significant responsibilities. So, if you’re a manager, determine first when delegating work if an employee’s gender is affecting your choices. 3. Held Beliefs Bias It doesn’t help that many women are not confident with women leaders. They prefer to work for men. They believe that the latter is better based on gender alone. Beliefs formed by experience or influence are ingrained in people’s minds. It’s a challenge to change and modify these. Many women believe that they are incapable of demanding tasks or leadership roles. When this happens, they view other women as unfit too. Many beliefs also restrain women from trying out other opportunities. Being excellent in administration but not in finance is one example. The truth is that the latter isn’t the exclusive domain of men. There is no one surefire way of removing biases in the workplace. But, determining if these exist is already one big step.

Watch Out for these Gender Bias Signs Đọc thêm »

How to Tell People “Be More Confident”

Khả năng lãnh đạo, Motivation, Workplace Culture / My Holland

Your first response would be to give it to someone straight. But did you know that doing so can be counterproductive? Yes, you have good intentions. Unfortunately, telling people to be more confident will suggest they aren’t. Or, they’re self-assured and you might be mistaking their behavior for something else. For instance, soft-spoken persons don’t necessarily lack confidence. They may be wise and intelligent. On the other hand, you can’t assume loud people are confident. The truth can be the opposite. So, if you think someone needs to improve their belief in themselves, here are better ways to go about it. Get Rid of Your Biases Before you tell people to be more assertive, the first step is to check if you’re making the right assumptions. During meetings, you notice a colleague is silent the whole time. Maybe that person is weighing all the ideas being exchanged before forming an opinion or, like a sage, speaks only a few words. A person’s view of confidence is subjective. You cannot assume based on your beliefs alone. A meek person doesn’t necessarily lack confidence. The perception that meekness is a sign of weakness clouds judgment. Hold back on making assumptions the next time you meet a humble and quiet person. Appearances can be misleading. Also, women hunched forward don’t mean they lack self-confidence. They may be trying to avoid objectification. How often have you heard “my eyes are up here”? Compliment Applaud every time your colleagues do something good if you want them to become more confident. Celebrate the small victories. Great work! These two words can encourage people. Be sincere when you say it, though. Be specific when you compliment others. Reinforce positive actions and show appreciation. A pat on the back can be enough. Encourage Employees, especially new hires, can be discouraged by setbacks. They can lose their confidence. It’s necessary to remind them that the road to success is filled with obstacles. Encourage them to move on from past failures and keep on plugging away. Remind them to use their strengths instead of focusing on their weaknesses. If you’re a manager, assure your colleagues you have their backs. Telling them they have your support can improve their confidence. Address Specific Behaviors Posture and body language can reflect a person’s confidence. But, you will agree that telling someone “look at people in the eyes during a presentation” is better than “be more confident.” What are other behaviors you want your colleagues to improve or change? Focus on these instead of generalizing. More importantly, address these privately and not in public.

How to Tell People “Be More Confident” Đọc thêm »

The Pygmalion Effect in the Workplace

Hạnh phúc tại nơi làm việc, Khả năng lãnh đạo, Motivation, Workplace Culture / My Holland

The Pygmalion effect at work, a psychological phenomenon where high expectations lead to greater performance. Perhaps you were in a situation when someone asked you to do something you thought was beyond your abilities. But in the end, you accomplished what initially seemed an impossible task. Expect much from others and there’s a great chance they’ll deliver much if not greater. This is what happened to you. It’s not an isolated case. In many elementary schools, children grouped with brilliant students tend to achieve more. Also, leaders who hold employees to higher standards result in better performance. However, when expectations are lower, results are mediocre at best. Yes, how people are viewed and treated has a bearing on their behavior. This is the Pygmalion effect at work, a psychological phenomenon where high expectations lead to greater performance. So, you might think that all you have to do is expect more from others for them to achieve more. It’s not that simple. The Pygmalion Effect is just one factor. But, before holding colleagues and loved ones to higher expectations, keep the following in mind. >> Be Realistic Are your expectations attainable? Goals aren’t only measurable. These should be reachable too. Asking a sales force to double production by yearend may sound possible to some businesses, but not for others. When you hold people to your expectations, be sure they can achieve desired results. Accountants can’t create a marketing plan unless they have the skill and experience. Besides, that’s not the primary function of a CPA. The key is to understand what each person is capable of doing. So, take time to know them before you set expectations. >> Remain positive If, on the first try, people don’t reach goals, don’t lower your expectations. An employee not succeeding the first time doesn’t necessarily mean a lack of ability. Leaders often communicate what they think of others’ abilities without saying it. They convey their confidence, or lack of it, through nonverbal cues. So, be honest in your continuous belief in employees and their potential. Never fake it. Also, remind them that failure is a learning process. It is one necessary step that gets people closer to success. >> Don’t underestimate self-fulfilling prophecies Negative self-talk leads to self-doubt. Many underachievers need a little push in the right direction. Take time to encourage and motivate with high expectations. When employees realize others have faith in them, their mindset changes and performance improves. Yes, you can! When said with conviction, these three words can change people’s lives. Remain consistent and soon, employees will meet or exceed your expectations.

The Pygmalion Effect in the Workplace Đọc thêm »

Don’t Forget Your Staff During Uncertainties

Compassion, Sự gắn kết, Hạnh phúc tại nơi làm việc, Khả năng lãnh đạo, Workplace Culture / My Holland

Most companies are focused on the bottom line because of COVID 19. Nobody can blame them. There are too many unknowns and yes, if businesses go belly up, everyone suffers. As a leader, keep your employees in mind when making hard decisions. Remember, they’re your most important asset and most affected during uncertainties. If they feel they aren’t being looked after enough, morale and productivity go down. How To Support Your Staff During Uncertainties? So, you must show support in difficult times. This doesn’t just mean paying them more. There are other ways and here are some. » Be flexible. Have you considered a hybrid work setting? If you’re exploring ways to save money, this could be a win-win situation for you and your staff. This arrangement allows employees to work remotely. Maybe some of them don’t need to come to the office to accomplish their tasks. You can only require them to be physically present on certain days of the week. » Show empathy. Now is the time to put yourself in the shoes of your employees. During uncertainties, perhaps the topmost in their minds would be health and job security. Consider how your staff will view the changes you plan to implement. You get to fine-tune your message before making announcements. » Emphasize health. For now, COVID 19 will remain a threat to everyone. Some organizations allow a hybrid work arrangement to ensure the workplace isn’t crowded. Many businesses upgrade their insurance plans to include COVID 19 treatment. Others provide services that look after their employees’ mental health. Why not promote better hygiene to prevent the spread of diseases? There are many ways you can show your staff you care about their well-being. The example above, for instance, will not cost you much. » Communicate often with your employees. The memo is no longer sufficient today. As a leader, you should get out of your shell and talk to your employees. Don’t forget you can meet them virtually. Your communication should be clear and consistent. Also, don’t forget to ask for feedback. Get your staff engaged by sharing problems they might be able to solve. Be transparent and try not to sugarcoat. Difficult times call for honest leaders.

Don’t Forget Your Staff During Uncertainties Đọc thêm »

Increasing Staff Engagement

Sự gắn kết, Workplace Culture / My Holland

A manager believes his employees are engaged because they often ask questions during meetings. He may be correct, but maybe not. In fact, employees can become less engaged because they’re not getting the answers they’d like to hear. Another employer thinks their employees are happy. This doesn’t mean they are engaged either. What drives engagement in an organization, then? According to a Towers Perrin report, the number one reason employees are passionate about work is that they believe their organization cares for their well-being. Before moving on, here are signs employees are engaged: They believe in the organization’s mission and goals. Engaged employees are passionate, which they show through their performance. They can’t wait to get started. Engaged employees are enthusiastic and full of energy. People may love what they do but wouldn’t exhibit enthusiasm in a workplace if they’re not engaged. Finish jobs before leaving for the day. An engaged employee will work late just to complete a task that may not be necessarily urgent. Go beyond the call of duty. Engaged employees are not satisfied with what is required. As a result, you’ll find them exceeding expectations. Fully immersed in their work. Engaged employees may eat their meals while working and avoid unrelated activities. They also take fewer breaks and barely socialize with their colleagues during the day. Practice Increasing Staff Engagement: The above are just a few. Indeed, you might have seen other indicators. So, if you believe your employees aren’t fully engaged, here are some tips you might want to try. Provide a clear organizational mission and vision. These are not empty words you post on your office wall. They should mean something to everyone. Make sure employees understand these. One way to find out if your employees are on board with your goals is through meaningful dialogues or surveys. Often, management conducts a monologue instead of an exchange of ideas and feedback. Appoint managers or supervisors that believe in engagement. They can develop or enhance participation by their direct reports. Provide programs that improve skills. If you want your employees engaged, find ways to develop them into better individuals. For example, many companies subsidize tuition for employees who desire further training or education. Build bridges instead of walls. A way to do this is by adopting other types of leadership. For instance, become an authentic or conversational leader. You’ll find out what motivates your employees. Practice social responsibility. Consumers buy more from businesses that try to improve the lives of others. Start within as there might be employees who have needs more than others.

Increasing Staff Engagement Đọc thêm »

Workplace Culture

Watch Out for these Gender Bias Signs

How to Tell People “Be More Confident”

The Pygmalion Effect in the Workplace

Don’t Forget Your Staff During Uncertainties

Increasing Staff Engagement

Liên Hệ