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Women, Men, Staffing Policies, and Workplace Motivators

July 13th, 2012

Do men and women respond differently to different workplace motivators? What about gender-slanted wording in job postings? Are the members of one gender more likely to appreciate higher compensation or better training opportunities than the other? We frequently hear questions like these from hiring managers trying to make their workplaces more productive and conflict-free. These managers have often been deluged with confusing advice from well-meaning generals on both sides of the gender wars.

So at the risk of disappointing those who enjoy fanning the flames of gender conflict…No. In fact, recent studies (and a dose of common sense) suggest that men and women both want essentially the same things from their employers. They both value a safe and respectful workplace. They both value fair compensation, they both value opportunities for advancement, and they both value health and retirement benefits. Both men and women prefer employers who respect work-life balance and demonstrate flexibility regarding working hours and on-site task completion.

When it comes to job postings, both men and women are interested in clear information about responsibilities, requirements, benefits, and perks. If your company sounds like a financially stable and fun place to work, applicants of both genders will apply. If your company sounds sketchy and your job postings are sloppy and vague, both women and men will steer clear.

Men and Women Want the Same Things: Staffing Experts Express Zero Shock

Does this surprise us? No. But we’ve been in the employment business for a long time. Some younger business owners and start-up hiring mangers express confusion when they find out that work-life balance, for example, matters just as much to men as it does it women. But part of creating a fair, collaborative, and thriving team environment means making a concerted effort to remove gender (and ethnic and religious) bias from our approach to every task involving hiring and human capital management. Rooting out preconceived notions takes work, and it requires no small amount of self-reflection.

But the rewards may be significant. If your employees—both men and women, both current and potential—have confidence in your cool-headed and even-handed policies, you’ll earn their trust. And if they trust in your leadership, they’ll be more inclined to trust each other and demonstrate greater commitment to your company. The bottom line? Higher productivity, lower turnover, a stronger company reputation, and a growing foothold in your industry. Before approaching men and women with pre-conceived assumptions, stop and remember this cardinal rule: The best way to gain respect is to show respect. This applies regardless of gender.

Looking for more ways to increase productivity and dedication in your workplace? Contact a staffing agency in CT at Merritt and find out what we can do for you.

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