How to retain your women workforce
Year after year we see a lack of female representation in the workforce even though studies continue to show that women are just as or more effective in executive leadership roles. Yet men overwhelmingly hold most of those positions. Why?
There are challenging circumstances that professional women face that need to be addressed. These challenges include having to overcome internal and external obstacles to form an accurate self-assessment of their performance as well as the struggle to find a balance between work life and home life.
So, what can you do to retain your women workforce and work towards better gender representation? Assuredly, you will see positive and sustained business results when women are at the table. Between aligning expectations, flexibility and investment in childcare resources, you can take sizable steps to hold on to the valued women in your company. Let’s take a deeper dive.
1. Align expectations and stay consistent
Make sure to discuss expectations and performance with your women workers to create alignment. Don’t let them guess at how they’re doing. Studies have shown that women tend to join the workforce with more self-limiting beliefs compared to men. In fact, a woman’s confidence level doesn’t tend to coincide with a man’s until they’re in their mid-40s.
Another important conversation happens around validation and making sure that you are on the same page with your female leaders. When they are getting things done and doing it right, it’s important to voice that instead of assuming they know they’re doing it right. Don’t let your employees guess what you’re thinking as many women will tend to assume your silence means they are not meeting expectations.
It’s not enough to have these discussions only when you hire women and at annual reviews. You need to be consistent in having regular discussions as her job role evolves to include additional tasks, projects and responsibilities.
2. Give them flexibility
If 2020 taught us one thing in the business world, it’s that flexibility is essential. Whether that means the ability to work remotely, have generous sick days, or include the ability to work part-time or outside of standard work hours, businesses need to define their flexibility and communicate it often.
Employers who offer a flexible work environment will help alleviate the demanding tug-of-war between a woman’s professional and personal responsibilities. Consequently, the workforce will be able to attract and retain female talent.
3. Invest in childcare resources
One of the most pragmatic solutions to providing flexibility for your women workers is investing in childcare. Whether they are thinking of working after maternity leave, taking care of sick children or attending family commitments, women feel the burden of working long hours or strict schedules more than their male counterparts.
The stress of being a full-time mom and a full-time professional is crushing. If a mom feels like she is spread too thin and is not productive in either area of her life, unquestionably, she will be leaving her job behind. If you want to see retention in your women workforce, take the weight off of her by providing resources to affordable and trustworthy childcare. We’re not saying you need to provide childcare or pay for it but providing information to credible sources takes the weight off her shoulders.
A successful business needs an equal representation of women at all levels of its staff. Women continue to outscore men on most leadership competencies, and yet, they’re leaving the workforce in much larger numbers. Increase retention by aligning on clear expectations, give them flexibility and invest in childcare.
We love seeing glass ceilings shattered. Let’s give our women workforce what they need.
If you are interested in learning specific business solutions to help your team succeed, learn more about Vicki Updike’s services by visiting https://www.newsagestrategies.com/services.