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The Great Manager You Need Is Probably A Woman

businesswoman leading a team

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A recent Gallup survey examining 27 million employees led by 2.5 million managers has found that female managers, in every working generation, are more engaged than their male counterparts (41% vs. 35%). Even though those managerial engagement numbers seem low, the difference is significant because engaged managers tend to have engaged employees. And engaged employees can equate to a 27% increase in revenues per employee according to Gallup.

Women in management engage their employees

Screen Shot 2015-04-12 at 2.44.13 PMGallup discovered that females are more engaged than males as employees and female bosses engaged their employees better than male bosses. These engagement numbers aren’t stellar by any means but the distinction is there. The highest engagement numbers came from female employees with female bosses while the lowest were male employees with male bosses.

Gallup further found that individuals with a female manager are 1.26 times more likely to strongly agree with the statement “Someone at work encourages my development.” It doesn’t take a rocket surgeon (hat tip to my friend, Allen Devereux) to recognize that encouraged employees work harder and produce better results.

Employees were 1.29 times more likely to strongly agree with “Someone at work has talked to me about my progress in the last six months” and 1.17 times more likely to strongly agree with “In the last seven days I’ve been recognized or praised for doing good work.”

The only area where employees working for a female manager didn’t outscore a male manager was: “At work, my opinions seem to count.”

So, in a nutshell, women managers are:

  • More engaged than their male counterparts
  • More engaging than their male counterparts
  • More likely to encourage employee development
  • More likely to give feedback to employees on progress
  • More likely to praise or recognize employees for good work

Gallup found a unique combination of five NATURAL qualities that makes a great manager (male or female):

  1. They have a unique ability to motivate employees
  2. They overcome obstacles by being assertive
  3. They cultivate an accountability culture
  4. They build relationships built on trust
  5. They make educated and unbiased decisions based on the company’s best interest … regardless of the inter-office political implications.

These qualities are measurable using the right psychometric assessment tool … one that utilizes all five of the sciences relating to psychometric analysis.

These components are measurable using a combination of Emotional Intelligence Quotient, Behavioral Analysis, Driving Forces, Analysis, our Business Acumen and Capacity Analysis, and our Axiological Values Evaluation.

The reason organizations, Human Resources, hiring managers, and decision makers GET IT WRONG is most likely a combination of

  • Trusting Their Gut – the WORST possible way to select high performers because it incorporates personal bias
  • Outright gender bias against putting a woman in charge of a group
  • A satisfaction, even an EMBRACE of the STATUS QUO

When organizations jettison the bias and start using an EEOC validated selection tool such as TriMetrix HD, more women will be promoted to the position of manager. Cream always rises to the top when a gender neutral tool is used for selection.

BUT BEWARE

ANY assessment tool that fails to use all FOUR sciences and cannot produce an EEOC compliant No Adverse Impact Study proving it, will not only put your organization at risk of an unfair hiring practices lawsuit, but will also FAIL to select the right person (man or woman) for a position. 

Why are Women Overlooked for Management?

The reason that organizations, Human Resources, hiring managers, and decision makers GET IT WRONG is most likely a combination of:

  • Trusting Their Gut – the WORST possible way to select high performers because it incorporates personal bias, relies on past experiences, and has zero accountability
  • Outright gender bias against putting a woman in charge of a group because of a misplaced fear of a negative reaction from others, or plain old male chauvinism.
  • A satisfaction, even an EMBRACE of the STATUS QUO – unwilling to examine a better way to hire because of a “this is how we’ve done it for decades” attitude
  • Using an unvalidated, non EEOC compliant assessment for selection that’s never been proven to be gender neutral

When organizations jettison the bias and start using an EEOC validated selection tool such as TriMetrix HD, more women will be promoted to the position of manager. Cream always rises to the top when a gender neutral tool is used for selection.

Should You ONLY Hire Women?

Of course not, but you should be blind to the gender of anyone making application that has the five qualities Gallup listed. If someone, ANYONE, is the best suited candidate for a position that’s the hire we should make.

Organizations don’t have a great track record and tend to think, “Hey, we’ve done just fine to this point so why change now?” Just imagine your company, full of managers with the five qualities that Gallup found in the best managers. What would your bottom line look like?

Another little tidbit in the Gallup report:

Screen Shot 2015-04-12 at 2.18.38 PM

What are the implications of continual managerial mis-hires for your organization?

Are you willing to do anything about it other than the same old thing you’ve done for the last 20 years?

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Want to learn more? Contact Ron Haynes (RonH@corter.com) and tell us how we can help you and your company bring out the best in your most important asset – your people.

Certified as a Professional Behavioral, Motivators, and Emotional Intelligence Analyst, Ron Haynes specializes in using the science of TTI’s TriMetrix HD to help companies select and develop their top management talent, create genuine Job Matching System solutions, and implement succession planning for key management positions.

He developed an auditing process to help organizations more accurately calculate true cost of employee turnover. It’s staggeringly higher than you think.

Need a solution to your employee challenges? Contact him at ronh@corter.com or at 870-761-7881. C

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