WHAT WOMEN WANT IN THE WORKPLACE

Many businesses fail to understand the diversity in the demographics that comprise their workforce. What attracts, retains and creates job satisfaction for each demographic group is different. What motivates male hourly employees varies significantly from what motivates top performing female executives. Sylvia Ann Hewlett, author of Top Talent and Harvard University professor, specifically studied top performing female executives, those in the top 6% of the earning bracket.

Her research focused on how the work environment has changed since the economic downturn and the affects it has had on top talent in some of the nation’s leading organizations. The downturn, along with cut backs and downsizings, has alienated many people turning businesses into hostile, stressful and less caring places to work. Many people have felt betrayed and distrust runs rampant. These changes have affected men and women differently. Her research is important and worthy of further examination.

She compared the dissimilarities between top earning male and female executives. They are strikingly different. Financial rewards are less important to women while respect and recognition are more important. Failure to understand these differences will lead to higher turnover rates among senior level women. Hewlett also notes the flight risk among top female executives is twice as high as men. Any business that cannot attract and retain female brain power faces major consequences. Here is a list of what top performing female executives want from their work environment.

1. Association with people they respect–82%
2. Be themselves at work–79%
3. Flexible work arrangements–64%
4. Collaborate with others and be part of a team–61%
5. Give back to society through the work they do–56%
6. Recognition–51%
7. Financial rewards–42%

UPCOMING CLASSES AND EVENTS

Come hear Greg speak at the following events:

June 21 | 1:00pm – 2:00pm
SHRM Atlanta Strategic HR Conference
Atlanta Marriott Century Center
Managing Change in Turbulent Times: How to Keep Your Employees Engaged & Motivated

June 28
SHRM 2011 Annual Conference & Exposition
Las Vegas, Nevada
Here Today or Gone Tomorrow: Proven Ways to Attract, Engage and Retain Your Workforce

August 2
Texas Petroleum Marketers
San Antonio, Texas
Transforming Workers to Winners

September 29
Iowa SHRM State Conference
Proven Ways to Engage, Retain and Motivate Your Top Talent /Using Assessments to Hire, Develop and Retain Top Talent

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THE COST OF EMPLOYEE TURNOVER AND DISENGAGEMENT

Controlling Turnover and Addressing Disengagement with a Complete System

“…retention of top talent is impacted most by the ability to provide meaningful work and a culture where people are passionate about what they do …”

–Matthew W. Schuyler, Hilton’s CHRO

Turnover alone may be costing millions, but what about the employees you still have? Is their disengagement costing even more?

Fortunately, turnover and disengagement stem from job fit, and you can reduce costs associated with both by using a complete hiring system. With a process that looks at hiring from beginning to end, you can consider the job, the talent, professional development and performance management.

However, with reduced budgets and overwhelming responses to job ads, many companies are finding themselves skipping a system all together. Unfortunately, a move like comes with a hefty cost, as doing nothing to ensure job fit will cost you more than implementing a complete hiring system to start controlling turnover and disengagement costs now.

With a solution for future turnover and disengagement costs, let’s turn our focus to the disengaged employees on your payroll now. Can you determine the underlying issue? It may be decreased morale, lack of direction, little job satisfaction or no motivation. Whatever the case, you need to start by using the same complete system. Assess job fit by comparing the job and talent, ensure each person is on a professional development plan, and then manage their performance with specific motivation, communication and responsibilities that fit their unique personal style and skills.

A dip in the economy could mean you lose track of the very asset that will turn your company around. Remember, now is the time to invest in your people.

Source:
TTI Newsletter
HRE Jan/Feb 2011

Upcoming DISC Certification Training Classes

DISC Training Program

Our training programs provide you with the skills and knowledge in
using our assessments to empower individuals, enhance team
performance, employee selection and to improve communication.

We deliver our DISC training programs in four formats:

1) DISC Group Coaching Training Class (Phone/Web conference)
2) One-on-One Personalized Training Class (Phone/Web conference)
3) Two-Day Master Certified Professional Behavioral Strategist Program (Atlanta)
4) Onsite at your location

Upon successful completion of the training, you may teach
and conduct workshops in your organization or use it in other
applications outside of your business. 

DISC CERTIFICATION GROUP COACHING TRAINING
WEBSEMINAR

Class is limited to five people.  Training is conducted live
over the phone/web.  Group sessions conducted in three-90
minute sessions
 
Upcoming Class dates:
May Class:
May 23, May 26, May 31
2:30-4:00 p.m. ET
 
June Class:
June 15, June 20, June 22
3:00-4:30 p.m. ET
 
July Class:
July 11, July 13, July 20
3:00-4:30 p.m. ET
 
Cost: $795

Each person receives a facilitator package, assessments,
manual, workbook and online assessment account.

For more information, click this link:
http://www.chartcourse.com/disc_certification_training.html

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DISC ONE-ON-ONE PERSONALIZED TRAINING CLASS

Cost: $1295
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MASTER CERTIFIED PROFESSIONAL BEHAVIORAL
STRATEGIST PROGRAM (Two Days)

Class dates:
May 19-20
June 16-17
July 20-21

Held in Atlanta or onsite at your business location

Cost: $1950

For more information, click this link:
http://www.chartcourse.com/disctraining.html

“Greg Smith recently trained me on the DISC profile. 
He is a dynamic and charismatic trainer and facilitator. 
Greg is excellent at establishing clear directions and explaining
why we’re doing what we’re doing.  He communicated the
information in a clear and easy manner for me to learn and
comprehend the material.  He was also very patient and
flexible with his time.  Greg has a very warm and gracious spirit
and is exceptionally helpful.  Immediately following Greg’s
training I felt fully prepared and ready to tackle my first DISC
facilitation assignment.  I strongly recommend Greg to anyone
who needs a trainer/motivator with a positive attitude and
wonderful teaching style.”

Eric Lewis
CEO – OneSCSI
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For more information call us at 770-860-9464 or 800-821-2487