Warning Signs of Employees About to Quit [And Why It Matters]

There are a lot of things that you need to look out for to keep your organization running. One of them is ensuring your employees stay. Just focusing on revenue but not on your employees will cause you to suffer huge consequences.

The worst of all is that your organization can close down because of having low employee retention. If you know the warning signs of employees about to quit, you can prevent them from leaving.

Moreover, if you are experiencing some problems with employee turnover, you need to learn more about keeping your employees and boosting the morale of your workforce. Otherwise, your employees will be disengaged and their commitment to your organization will be low.

Everything starts with leadership. This is because leaders affect morale and commitment of the employees. According to Randstad US, one of the main reasons why employees leave their jobs is because of bad managers.

Randstad mentioned how 60% of workers leave because of leaders being terrible at leading. Knowing common reasons why employees leave their jobs is crucial if you want to know how to improve employee retention

When employees are about to quit, there can be changes with their behaviors or actions. It’s important to pay attention to these warning signs so you can take action if the situation can be helped.

Here are 3 warning signs of employees about to quit:

Poor Performance

One of the reasons why employees leave their job is when they are disengaged. When employees are disengaged, their performance suffers. According to Gallup and Queens School of Business, disengaged employees create 60% more errors, 49% more accidents and have 37% higher absenteeism. 

Even when they are wanting to quit, disengaged employees that are in your organization is costing you. According to Harvard Business Review, disengaged employees are costing companies $450 to $550 billion a year.

If an employee was performing well before and it changed, decide to have a talk with the employee. Ask the employee if what is wrong and help them if you can. Employee satisfaction is an issue not being addressed by a lot of organizations. 

According to the Conference Board’s survey, just 51% of employees feel satisfied with their jobs. This means that half of the workforce population are experiencing dissatisfaction with their work. 

If employees know they can trust their employers, their satisfaction can improve. This also improves their chances of staying. One way on how you can do this right away is by recognizing their efforts or by thanking them.

According to a study conducted by Cicero Group, 50% of employees said that being thanked by their employers will improve their relationship and trust with them. 

Has Conflict With Other Employees

Having a conflict with other employees can be frustrating. It takes out the joy out of working and causes one more stress. Moreover, employee conflict creates a negative company culture.

According to a study by Elizabeth Medina of Columbia University, companies with a bad company culture have a turnover rate of 48.4%. In other words, having a negative company culture increases the chance of employees leaving.

If employee conflict exists in your organization, there can be employees about to quit because of it. It is important that you address any employee conflict because whether employees leave due to the conflict or not, they are creating damage to your company.

Here are the results from a Harvard Business Review poll in relation to employee conflict: 

  • 48% reduced their work effort on purpose.
  • 47% reduced their time spent at work on purpose.
  • 38% reduced the quality of their work on purpose.
  • 80% lost work time because of thinking about the conflict.
  • 63% wasted work time because of avoiding the offender.
  • 66% reported that their performance got worse.
  • 78% reported that their commitment to the organization declined.
  • 12% stated that they quit their job because of being treated in an uncivil manner.
  • 25% admitted that they took their frustrations out on the clients.

Strive to resolve any employee conflict that is present in your organization. Help out employees about to quit and strive to foster teamwork mentality for your workers. 

There is a Lack of Recognition

Money is not the main reason why employees stay or leave their jobs. In fact, a lot of other things are valued by employees more than money. Studies have found that employees value recognition more than salary. 

According to Gallup, one of the main reasons why workers quit their jobs is because of the lack of recognition. Can you guess just how much employees are not being recognized for their efforts?

According to a poll by Gallup, 65% of workers said their efforts were not being recognized by their employers. This goes to show just how important leaders are when it comes to employee recognition which is linked to employee retention.

We’ve written an article about how empowerment of leaders shape company culture. In the article, we’ve mentioned that half of all U.S. employees are considering a new job. This was from a study conducted by Gallup.

Another shocking statistic is that a whopping 70% of employees leave their jobs because of lack of appreciation. This is according to the O.C. Tanner Learning Group. Recognition and appreciation means a lot to employees, give it to them.

It costs you nothing to give but it can cause you a lot of trouble if you don’t give them enough or if you don’t give them recognition at all. Keeping employees has become harder because of the fierce competition to both attract and keep employees.

Large companies have been offering generous employee benefits because it’s one of the most effective strategies in keeping employees. Rite Aid is one of the fortune 500 companies and is the third largest drugstore chain in the United States.

Rite Aid employee benefits include having a health plan, dental insurance, maternity support program, disability plan, leadership program, coaching and mentorship, daycare flexible spending account, tuition reimbursement and more. 

Their benefits help the employees with their professional and personal growth. This helps employees remain challenged, motivated and committed to the company. 

Another fortune 500 company that offers excellent employee benefits is Carmax, the largest used car retailer in the U.S. Part of Carmax employee benefits is having medical plan, dental insurance, employee assistance program, life-insurance, paid time-off, parental leave, company stock purchase, student loan refinancing, tuition assistance, adoption assistance and more.

You don’t have to offer too much employee benefits that it will hurt your organization more than it will help. However, looking at their employing benefits can help you get ideas of what  benefits you can offer your workers.

This way, signs of employees about to quit will become less of a problem. Being able to read the warning signs is good. However, knowing how to better motivate, inspire and create a more engaged workforce is better. 

Again, here are the 3 warning signs of employees about to quit. If you notice them, do something to help out the employees if they have problems for them to stay:

  1. Poor performance
  2. Has conflict with other employees
  3. There is a lack of recognition

According to Richard Branson, “a business has to be involving, it has to be fun, and it has to exercise your creative instincts.” This principle also applies with keeping your employees. If there are warning signs of employees about to quit, know what to do and take action right away. 

How to Improve Employee Retention [And Why It Matters]

The quality of leadership, culture and values of a company can be determined by its employee retention. Top companies have excellent employee retention because of how they manage, value and treat their employees.

Having good employee retention is rewarding. On the other hand, having low employee retention is detrimental and can be enough to cause the downfall of your organization. 

To give you an idea, a study conducted by Employee Benefit News showed that the average cost for an employee exit is 33% of their annual income. Moreover, if your workforce is not engaged, they are less productive and their performance can be average to poor.

By improving employee retention, you also improve:

  • Company Culture
  • Employee Productivity
  • Employee Performance
  • Customer Experience
  • Sales

Employee retention is the result of good company management. Here are a few steps for you to improve employee retention.

Create a Positive Company Culture

Company culture is everything. Employees value culture and benefits over money. In fact, according to Hays, 47% or nearly half of employees consider culture their main reason when looking for a new job.

More than improving employee retention, there are more other benefits for having a good company culture. With a positive and strong company culture, employees are more motivated to work harder and better.

There are a lot of ways on how you can develop a good company culture. Here are a few that you can do right away.

  1. Greet your employees
  2. Calling employees by their name
  3. Giving compliments
  4. Showing appreciation
  5. Being accountable
  6. Becoming solution-oriented and not focusing on problems
  7. Complimenting excellent work of others publicly
  8. Listening to employees’ input

Being empathetic and a good role-model sets the beginning of building a positive company culture. Another benefit of having a good company culture is strengthening the engagement of workers.

If workers are engaged, your organization can become 21% more profitable. This is according to a research conducted by Gallup. Another study from Gallup also showed that engaged companies have a 59% reduction in turnover rates.

With an excellent company culture, you not only improve employee retention but you are also getting higher revenue. 

Hire the Right Employees

An employee exit or replacing an employee has a high price tag. This is even more true if the employee is highly-trained. According to PeopleKeep, the cost of replacing an executive-level employee can be more than double their annual income.

Hiring the right employees can help out with retaining or improving employee retention because bad or toxic employees can affect company culture. Bad hires can affect other employees in a negative manner that can cause them to become less productive.

On the other hand, having the right employees for the job with personalities that fit into the culture can be beneficial. With hiring, remember that no hire is better than a bad hire. Research has shown that rude employees have a significant effect on their coworkers.

Here are statistics about the influence of toxic or bad employees among other employees according to Harvard Business Review:

  • 63% lost work time avoiding the offender.
  • 66% stated that their performance declined.
  • 78% mentioned that their commitment to the organization declined.
  • 12% said the reason why they left their job was because of uncivil treatment.
  • 25% admitted they took their frustration out on customers.

As you can see, bad hires and bad employees can cast away other workers and even clients. To improve employee retention requires weeding out employees with a troublesome attitude.

Provide Competitive Employee Benefits

Employee benefits is one of the most critical elements in keeping workers. In fact, one of the main reasons why a lot of companies offer generous and competitive employee benefits is to keep and attract valuable employees. 

According to studies, employees even value benefits more than they do money. A study by the American Institute of CPA showed that a whopping 80% of employees would rather keep their jobs with employee benefits than to accept a job opportunity with higher pay but with no benefits. 

Another study from Willis Towers Watson concluded that 78% of employees said they choose to stay at their jobs because of the employee benefits. According to Zenefits, 60% of employees are even willing to accept a lower paying job that has better benefits.

Offering competitive employee benefits also shows that your company cares for its employees. Good employee benefits is linked to employee satisfaction, productivity, engagement and higher employee retention.

It also improves morale and helps build a good company culture. Offering good employee benefits is so significant that an organization may become irrelevant if it lacks employee benefits. 

If you want to improve employee retention through benefits, it doesn’t mean that it requires a gargantuan budget. There are a lot of options that don’t even require financial costs. 

To give you some examples, this could be having reduced hours, flexible working schedule programs, working remote and more others.

Employee retention matters because the workers are the reason having businesses are possible. If your business runs low on and keeps on losing employees, the business can become a failure. 

To take care of your business, you have to take care of your employees. The measure of how you value your employees is through their retention. Again, for you to improve employee retention, just remember to:

  1. Create a positive company culture
  2. Hire the right employees
  3. Provide competitive employee benefits

Valuing your employees is how you take care of a business. Implement what we shared and you are sure to improve employee retention. As what Zig Ziglar said, “you don’t build a business, you build people and then people build the business.”

How Empowerment of Leaders Shape Company Culture [+Examples]

Leaders create a huge impact to their organization. This is because they help shape company culture and boost the morale of the employees. Leaders also guide everyone towards a common goal encouraging teamwork to accomplish the mission.

Good leaders help bring out the best in workers. Their influence fosters a positive company culture and they are crucial for the survival of an organization. While this is the case for good leaders, bad leaders, on the other hand, have the opposite effect.

Bad leaders can cause a negative environment for workers, cause workers to leave and can cause a decline in productivity and sales. Regardless, leaders impact company culture because of their skill to influence others. 

As what John Maxwell said, “leaders become great not because of their power, but because of their ability to empower others. Here’s how empowerment of leaders shape company culture:

Leaders Empower Others

Leadership is not based on any title or position but is a skill of influence. It’s a skill to influence oneself and others to do what must be done despite any situation. The difference between good leaders and bad leaders is their perception of people and events.

Good leaders are solution-oriented while bad leaders focus on the problem. Good leaders also know how to find a lesson out of a failure or problem. They also interact with employees based on respect.

Good leaders don’t take advantage of fear. They empower employees based on positive communication. This may be in the form of giving compliments, recognizing the efforts of workers or listening to the input that employees offer.

But just how important is recognizing employees for their work? You might be surprised with just how significant the impact of employee recognition is. According to a research conducted by Gallup, lack of recognition is the main reason why employees leave their job.

And guess what? According to a poll by Gallup, 65% of employees haven’t received any form of recognition for an excellent work that they’ve done in the last year. Here are more shocking statistics:

  • 49% of employees in the US are not satisfied with their job. This is from the Conference Board’s latest survey
  • Half of U.S. employees are considering a new job. This is according to a panel study of Gallup Workforce
  • A poll by Gallup found that only 1 in 3 workers stated that they received recognition for doing an excellent job in the last seven days. 

Empowering employees is a key to shape company culture that is engaged and an engaged company enjoys the benefits of higher productivity, sales, a positive work environment and a loyal workforce.

Here are the statistics of engaged companies:

  1. According to Business2Community, companies that have high employee engagement outperform those with low employee engagement by 202%. 
  2. Employees who think their voices are heard are 4.6 times more likely to feel empowered to do their job at their best. This is according to a study conducted by Salesforce.
  3. According to Businessolver, 93% of employees stated that they are more likely to stay if their employer is empathetic.
  4. According to Reward Gateway, 70% of employees said that their morale and motivation would improve greatly if their managers would say thank you more.
  5.  A study conducted by Aberdeen showed that engaged companies experience 233% greater customer loyalty and a 26% increase in annual revenue.

How to Empower Employees

Empowering employees isn’t a problem if you’re an empathetic leader. If you’re not empathetic, don’t worry. You can model from empathetic leaders or employees and learn to be more empathetic from modeling them.

According to Tony Robbins, “success leaves clues”. If you want to be successful, you can do what successful people did to achieve success. Same with being empathetic, you can do what empathetic people do to become more empathetic.

Over time, it will become more natural to you. Becoming empathetic to empower is essential because you get to see from the perspective of the employees. This helps you understand them more for you to better motivate and inspire them.

Here are different ways on how you can empower your employees:

  1. Set your ego aside
  2. Greet your employees
  3. Accept input and ideas
  4. Give them compliments for their hard work
  5. Make the vision of the company clear to them
  6. Be more patient and forgive mistakes
  7. Give constructive feedback
  8. Delegate tasks for them to 
  9. Do not micromanage employees
  10. Provide growth paths

If leaders strive to empower their employees, having an engaged workforce is certain. The quality of an organization is determined by the quality of its employees and the quality of the employees can be dependent on the quality of their leaders. 

If employees are disengaged or have a bad leader, here are the dangers:

  • Disengaged employees are costing their organizations between $450 to $550 billion per year. This is according to Harvard Business Review Report
  • According to a Gallup poll, 75% of employees leave their job because of their boss. 
  • According to a research conducted by Chris Zook of Bain and Company, a whopping 60% of employees don’t know the goals of their company nor how to support them. 

Don’t risk having an organization with a poor company culture. Shape company culture that is based on recognizing employee efforts, good communication and overall, excellent leadership skills. 

 

4 Tips to Keeping Your Best Employees [And Why It Matters]

Keeping your best employees is the key aspect of your company’s growth and productivity. After all, they are effective and efficient with the work that they do. Moreover, they can also affect the engagement levels of their coworkers.

The overall performance of your organization can be determined by the quality of your workforce. To name a few, two of the driving factors that set workforce quality is engagement level and leadership. 

The best employees are valuable because more than the quality of work that they produce, they are also leaders or if not, role-models that help motivate others to deliver excellent results.

According to Benefits Bridge, successful employees are ambitious, honest, have great emotional intelligence, strong work ethics and they also have good organizational and leadership skills. 

Having exemplary workers is one thing but how do you keep these remarkable people in your organization? It might surprise you that it may not be as difficult as you thought. Here are 4 tips to keeping your best employees.

Hire the Right People

According to TalentLyft, keeping your best employees begin with acquiring the right people for the right job. This is to ensure that candidates hired have the talent and personality to fit in with the culture of your company.

Bad hires or getting toxic workers are detrimental to your organization and they can also affect the morale of your best employees. According to a study conducted by CornerStone, “good employees are 50 percent more likely to quit when they work with a toxic employee, if the proportion of toxic employees on their team grows by as little as one on a team of 20.”

The same study also suggested that toxic employees have a negative effect on the productivity of their coworkers. It also suggested that the stress and burnout from toxic employees have a stronger influence than work tasks. 

Remember, no hire is better than a bad hire. 

Don’t Micromanage

Micromanaging your best employees does a negative effect on their productivity and morale. Here’s to show you the detrimental effects of micromanaging employees. 

The statistics are from a survey conducted by Trinity Solutions and Harry Chambers, author of the book “My Way or the Highway: The Micromanagement Survival Guide”. 

  • 79% of respondents experienced micromanagement.
  • 69% stated that they considered changing their jobs because of being micromanaged.
  • 36% changed their jobs.
  • 71% mentioned that being micromanaged interfered with their work.
  • 85% said that being micromanaged had a negative impact on their morale.

Here are the consequences of micromanagement according to Kathleen Rao, author of “How to Survive and Thrive in a Difficult Work Environment Under the Control of a Bad Boss”:

  1. Stress
  2. Health problems
  3. Job insecurity and economic problems
  4. Emotional strain
  5. Fatigue from working too much
  6. Lack of appreciation
  7. Lack of confidence

Even if you mean well, micromanaging your employees can make them feel like you don’t trust them. Manage with trust.

Here’s a quote from Steve Jobs, “it doesn’t make sense to hire smart people and then tell them what to do; we hire smart people so they can tell us what to do.”

Offer Good Employee Benefits

In terms of good employee benefits, what comes into your head when you hear the words “Google”, “Facebook” or “Netflix”? If you have done some researching about their employee benefits, you’ve probably imagined their impeccable offices, free access to gyms and swimming pools, free food and more.

You can only imagine how their employees think of their work. Top companies don’t just value their best employees but their entire workforce. As what Richard Branson said, “clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.”

We’re not saying you have to spend a fortune for employee benefits. In fact, you can offer something as simple as being able to work a few days per week from home. The American Express employee benefits have this perk along with casual dressing, paid holidays and more.

The American Express is number 72 on the Fortune 500. Another good example is the Alliant Employee Benefits. Alliant provides childcare, mobile phone discounts, legal assistance, flexible working hours, maternity and paternity leave along others.

Having good employee benefits help boost the loyalty and morale of your employees. 

Appreciate and Recognize their Efforts

According to a research by Gallup, the main reason why employees leave their job is because of the lack of recognition. Here’s a more terrifying finding from the same research, the more talented the employees are, the faster they leave.

An analysis from Gallup also showed that workers who don’t feel recognized are two times more likely to quit in a year. From the 2019 employee engagement report of Tiny Pulse, it was shown that just one in three employees felt they were recognized the last time they went the extra mile doing their work.

Give not just the best employees but all your workers the recognition for the excellent work that they do. Here are the benefits of recognizing the efforts of your employees according to Entrepreneur:

  • Lower employee turnover
  • Increases the happiness of employees
  • Boosts employee engagement
  • Improves trust

Recognizing your employees also improves their individual productivity. Being appreciated makes them enjoy their work more and it also gives them a feeling of satisfaction. 

Another study from Officevibe also showed that 82% of employees preferred words of affirmation than receiving gifts. Appreciated employees can become more engaged and a highly engaged workforce according to Gallup, is 21% more profitable. 

How often have you been giving praise to your employees? Keep the best employees by following the 4 steps we shared with you. 

To end this article, here’s a quote from Simon Sinek, “when people are financially invested, they want a return. When people are emotionally invested, they want to contribute.”

 

3 Best Steps to Boost Employee Morale in the Workplace [+Examples]

There are a lot of characteristics top companies have in common. One of which is having excellent employee morale. The workplace can demand tasks that can cause high stress levels.

One of the determining factors for workers to stay productive and remain working for the same business is employee morale. To boost employee morale is to boost the life of the company. 

While income is the life blood of the organization , employees make up its nervous system. It is important that the employees remain calm, confident, secure and joyful with their work. Otherwise, there could be an ill company culture.

Here are the 3 Best Steps to Boost Employee Morale in the Workplace:

  1. Be Genuinely Interested in the Employees
  2. Understand the Needs of Employees
  3. Communicate Positively – greetings

Be Genuinely Interested in the Employees

One of the principles from Dale Carnegie’s book, “How to Win Friends and Influence People”, is about being genuine to other people and how this affects both them and you. According to his book, humans are creatures of emotions, not of logic.

While we can create decisions, these decisions can be influenced by our emotions. One of people’s emotional desires is the feeling of importance. Make people feel that they are important and this can cause you to have less or even no trouble with them.

Moreover, it can make them feel that they are valued and this improves your relationship with them. It also raises their happiness and all these are factors in building up employee morale. 

You can make people feel important by:

  1. Knowing and calling them by their names
  2. Listening to them without interrupting them
  3. Calling them out for their mistakes indirectly
  4. Praising them for their work
  5. Asking them about their lives

According to Gallup Poll, 65% of employees stated that their efforts were not being recognized. When efforts of employees are not recognized, this can cause them to disengage. This is not what you want.

In the US, half the population of the workforce are disengaged or dissatisfied with their work. According to the Conference Board’s latest survey, only 51% of employees feel satisfied with their work. 

Here’s why employee engagement matters: 

  1. A report from Harvard Business Review showed that employee disengagement are costing their employers $450 to $550 billion per year. 
  2. Organizations with highly engaged employees are 21% more productive.
  3. According to statistics, 96% of employees believe that empathy improves employee retention. However, only 50% of employees stated that their employers are sympathetic.
  4. A Gallup workplace survey concluded that employees prefer praise over money for recognition. 

As what Richard Branson said, “take care of your employees and they’ll take care of your business”. Be genuinely interested in your employees and they will know that they are important to you. 

Understand the Needs of Employees

Employees spend one-third of their lives working. No one would want to spend that huge portion of their life to work that cause them stress and frustration. This is why companies that don’t give importance to employee morale have high turnover rates.

If you have high turnover rates, these are the consequences:

  • Lower productivity
  • A significant amount of time will be wasted trying to look for and hire candidates
  • Bad company image
  • High cost of turnover (90% to 200% of a worker’s annual salary)
  • Less people wanting to work for your business
  • Retraining hires
  • Your company could produce bad service

Understanding the needs of employees will help boost employee morale. The needs of employees range from good employee benefits to having a conducive work environment. Here are a few essential needs of employees:

  1. Purpose – employees need to feel that their work is more than just to sustain themselves financially. Opportunities should also be given to employees for them to feel a sense of contribution to the needs of people.
  2. Loyalty – workers need to feel secure in their organization, that the employer is with them and not against them.
  3. Growth – trainings and seminars for career development of employees.
  4. Employee Benefits – programs and compensations given in addition to their salary.

Communicate Positively

To foster employee morale, you have to communicate positively as a manager. You need to be wise with making decisions that could either help or hurt your employees. There are many ways on how you can communicate positively to boost employee morale.

You don’t necessarily have to directly be in contact with your employees to give them empowering words. Here are some ways on how you can communicate positively to boost employee morale: 

  • Brag about their outstanding performance.
  • Leave an “excellent job” sticky note.
  • A party for top performers
  • Do an announcement to simply congratulate your employees
  • Have a meeting to simply thank or congratulate your employees

When you compliment employees for the good work that they have done, they will feel appreciated and valued. According to Gallup Research, lack of recognition is the main reason why employees leave their job. 

A study conducted by socialcast showed that 69% of employees would work harder if they felt that their efforts are appreciated by their employers. As you can see, the role of the leader in terms of boosting employee morale is paramount.

Before employees can learn to help create a positive company culture, it is the leader that sets habits in place by being a prime example. Do all these and you’re sure to boost employee morale. 

Why Women Dominate the World of HR [Case Study]

The world is continuously changing and among one of the radical changes in human history is gender equality. To be more specific, gender equality in the world of working. Before, women were not given rights to take up a lot of different roles because of inequality.

Now, women make up 40% of the workforce and even dominate certain fields such as Human Resource (HR). While men still dominate a lot of fields, 73% of HR is comprised of women. There are reasons that support why women dominate this field.

In this article, we’ll share with you 3 reasons why women dominate the world of HR. You might be surprised to find out how the nature of the job is closely linked to biology and genetics.

The Stereotype

HR has always been known to be dominated by females. At its peak, up to nearly 80% are women in the field of HR. While the number of men in HR is dramatically increasing, women would still be dominating the world of HR for quite some time.

While it is a known fact that HR is a female-dominated field, it has never been an issue. The imbalance is even perceived positively as a welcome change from most other fields of work being dominated by men.

The statistics is also proof that men don’t feel an urgent desire to pursue HR jobs. With getting HR jobs, there are no restrictions that could hinder men from having it. No physical or mental factors are present to prevent or restrict men from acquiring HR work.

Even though HR jobs are available, men tend to choose other types of work. The long term trend of the HR being dominated by female gave it an image as work well-suited for women. Scientifically, this makes sense.

Biology and Genetics

The reason why most other fields are male-dominated and the rest are female-dominated can be deeply rooted in biology and genetics. For example, women working as crane and tower operators in America make up only less than 1%. In fact, they only make up 0.2%.

Here are more examples of one gender dominating the other:

  • Concrete workers and brickmasons are 99.9% male
  • Engine mechanics are 99.2% male
  • Child-care providers are 94% female
  • Home health care providers are 89% female
  • Veterinarians are 81% female
  • Social services workers are 85% female
  • Educators are 75% female
  • Nurses are 91% female

On a superficial level, it may seem to only be a stereotype. Building construction and mechanics are meant for men because it’s the type of job guys are interested in.

Meanwhile nurses and HR are mostly comprised of women because the responsibilities are feminine in nature. While those are vague reasoning, on a deeper level, biology and genetics are also in play. 

If you look at job descriptions of HR workers, much of the responsibilities are emotional in nature. Men tend to not find these type of work appealing. Additionally, females are preferred because they are traditionally recognized to be more empathetic and have good communication skills. 

In a recent research conducted by Rueckart and Naybar, they concluded that females are more empathetic than males of the same age. Not only that but they also found out that the differences grow with age.

The role of motherhood and taking care of children is also within the biology of women. This is why women are more empathetic. 

Jobs that require empathy and emotional skills such as nursing and HR are dominated by women because they are better-suited for the job. Both research and statistics support this.

This does not mean men can’t function excellently in these types of work. It just means women fit the roles better because of biology. Biology is the reason why women in recruitment is prevalent. 

The Future of Women in HR

Studies and statistics have shown that there will be no rapid decline in the larger percentage of women compared to men in HR. However, this has never been an issue and is positively received.

While there may be no rapid decline in the percentage of women in recruitment within the upcoming years, blurring of the gender line is still a possibility. A study conducted by CareerBuilder concluded that men and women historically balanced or even reversed gender domination in certain jobs.

For example, here are what used to be male dominated jobs wherein women were able to fill up nearly half its workforce. Here’s the percentage of women from these different careers:

  1. Lawyers – 48%
  2. Marketing managers – 47%
  3. Coaches and scouts – 41%
  4. Financial analysts – 40%
  5. Optometrists – 43%

Meanwhile, here are what used to be female dominated jobs and the percentage of men that fill these roles now:

  1. Cooks – 64%
  2. Pharmacists – 50%
  3. Technical writers – 41%
  4. Interior designers – 41%
  5. Bartenders – 48%

Regardless of different possibilities, there’s no denying that HR requires empathy and emotional skills. Biologically, women are better suited for the nature of the job and that’s why women dominate in HR.

What has been your experience between a female and male HR? Was there a difference? Let us know.

 

What Makes a Great Leader? 7 Important Traits

The moment you accept a leadership role, you’ve already grown.

There’s a world of a difference between being lead and leading. As American author John C. Maxwell puts it, “A leader is one who knows the way, goes the way, and shows the way.”

That’s why anyone who knows the immense responsibility of being a leader and still steps up to the task? That person already has the potential to inspire others.

But, of course, inspiring your team is only one step. You need to get them to work together, too.

So, how exactly do you become a good leader? Well, if we broke down great leadership into 7 components, here’s exactly what they would be.

1. Self-management

Have you ever met a workaholic who lived at the office and worked their whole weekend away? Anyone who’s worked a 9-to-5 knows that’s the quickest way to burnburning yourself out.

A great leader knows how to pace themselves. It’s tempting to give your 200% every single minute of the workday. Being a good manager, however, involves being able to manage yourself, too.

As a leader, you need to be able to set your own goals and pursue them. You need to know how to delegate your attention and regulate your time. You can’t overexert yourself or sacrifice too much of your personal life.
Your team needs you to be at the top of their game all the time. That won’t happen unless you take good care of yourself, too.

2. Strategy

A good leader is strategic in everything they do. That applies to everything from assigning tasks to communicating with team members.

As a leader, you should be constantly examining and assessing your work environment. Afterward comes thinking of ways to improve that work environment.

Effective leaders know how to play to their team’s strengths and to reinforce its weaknesses. They are also open to new ideas and innovative ways of achieving goals.

3. Accountability

Any decent person should be capable of owning up to their mistakes. That holds true for people in leadership positions. In fact, it’s essential for them.

Taking responsibility for your mistakes creates a healthy work environment. Your team doesn’t end up terrified of admitting to errors. They’re not afraid to learn from their missteps and to ask for help.

Holding yourself accountable isn’t a sign of weakness. In fact, the opposite holds true. You strengthen your relationship with your team by showing humility and responsibility.

4. Decisiveness

One of the most stressful aspects of a leadership role is having to make big decisions. These decisions affect not only you but the whole team—and sometimes even more people.

Good leaders should be capable of weighing their options and listening to other’s opinions. They should also prepare for whatever consequences their decisions will carry.

More importantly, effective leaders are decisive. They stick to the decisions they make. They don’t backtrack.
Why? Because backtracking on a decision can make you seem weak or like you don’t have control over your own team.

It’s important, therefore, to be firm in your decision-making, so you don’t lose the respect of the people you lead.

5. Passion

A passionate leader is an inspiring leader.

Your team looks to you for guidance. Seeing how dedicated and committed you are is what encourages them to display the same level of enthusiasm.

6. Empathy

Managers who treat their team members as robots who don’t get tired, hungry, bored, and lonely won’t go far.

A good leader knows how to empathize with their team. You don’t have to be best friends with them. In fact, it’s good to have boundaries!

However, being understanding is essential in developing good team relations. As the leader, your patience should be twice the patience of your team members’.

Showing them that you care will let them trust you even more and will even keep them loyal to you and the company.

7. Innovation

Steve Jobs himself said it: “Innovation distinguishes between a leader and a follower.”

The best leaders find new ways to enhance their team’s work experience. Whether it’s by taking leadership seminars, reading management books, or learning on the fly, great leaders should be enthusiastic about becoming better at their job.

The most important quality of a good leader

These seven leadership qualities aren’t a laundry list of what you should be right now.

You might not have developed all seven yet, and that’s fine. We’re people. We grow, and we learn.

This list is more of a checklist of what you aim to have—and what you want to cultivate in your team.

Remember: the first step to becoming a better leader is believing you have it in you. The next—and most important—step is inspiring your team members to become even better leaders in the future.