Workplace Culture Archives - Page 4 of 13

Tips on Having an Effective One-on-One Meeting

Leadership, Productivity, Workplace Culture / My Holland

Tips on Having an Effective One-on-One Meeting Many employees think one-on-one meetings are useless. They go through the motions and expect nothing to come out of it. The reason could be simple. The wrong questions are being asked and nothing worthy is discussed. You want to get the most out of these sit-downs as a leader. These are not ordinary conversations, although you want to set a conversational tone to create a relaxed atmosphere. Much feedback can be gained from one-on-one meetings if done right. The challenge is that many bosses don’t realize that it’s their responsibility to conduct meaningful discussions. If you’re a manager, boss or the top person in your organization, take note of the following before you call or schedule a sit-down. 1. The first step is to review notes from past meetings. It will give you an idea of where your starting point is. 2. The next step is to prepare questions relevant to the person you’re to meet. Don’t waste time on subjects your employee doesn’t know about. Avoid templates or generic questionnaires. These don’t do much good today. However, there are basic questions that you should consider and here are several: • What’s new? The answer could be anything and that’s okay. This is a conversation starter and an ice breaker. • Where are we with this project? (or anything ongoing). You’re asking for updates and a progress report. • Are there concerns or problems you would like to bring up? • What is your solution to the problem you’ve mentioned? • Do you need any help like support from other departments? • “Do you need more funds?” instead of “are you operating within budget?” The latter implies a colleague is a spendthrift. • Are you on track to achieve your weekly/month/quarter/year goals? • How can I be of help? Encourage your employee to keep talking. So don’t forget the following: · Go on… · Why do you think that? · Tell me more. · Give me an example. 3. Listen and take notes, which means putting on silent distractions like phones. You may not agree, but acknowledge what your employee is saying. Also, you shouldn’t talk too much or too little. Offer suggestions and advice when you can. 4. Recap and plan for the next meeting. Summarize everything discussed and ask your employee if you missed anything. Also, determine what needs to be addressed the next time you meet. After your meeting, evaluate how you did and find out how you can do better next time.

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Watch Out for these Gender Bias Signs

Awareness, Empowering Women, Workplace Culture / My Holland

Watch Out for these Gender Bias Signs Gender bias is the tendency to prefer one gender over the other. Often, men receive preferential treatment in the professional world. More organizations are striving to close the gender gap in their respective industries. But, gender stereotyping might still be happening unconsciously in the workplace. This bias is the tendency to prefer one gender over the other. Often, men receive preferential treatment in the professional world. Even with good intentions, organizations unknowingly may be perpetuating this bias. So, it’s best to look out for these signs and stop unhealthy behavior in the office. 1. Parenthood Bias Demanding jobs require much from employees. This means spending more hours at work, whether in the office or home. As a result, many employers believe that mothers or women, who intend to raise a family, may not be fully committed to additional tasks. A study in the American Journal of Sociology (March 2007) revealed a bias against mothers. They are less likely to be hired or promoted. You might think it isn’t happening at your workplace. You could be wrong. Sometimes, stereotyping can be disguised as something else. Expecting less from moms because they can’t stay late, take business trips or attend dinner meetings is not being considerate. Limiting their responsibilities means restraining them from growing, developing and allowing them to reach their full potential. 2. Classification Bias In many countries, people wouldn’t vote for women during elections. Despite strides in all areas of life, women are still viewed as weak, too emotional, etc. Those that break the mold are viewed as exceptions rather than the norm. Women can be weak, but not all are. Unfortunately, in some societies, biases against women remain. Stereotyping can also affect how managers assign tasks to their colleagues. When women are viewed as inferior, they aren’t given significant responsibilities. So, if you’re a manager, determine first when delegating work if an employee’s gender is affecting your choices. 3. Held Beliefs Bias It doesn’t help that many women are not confident with women leaders. They prefer to work for men. They believe that the latter is better based on gender alone. Beliefs formed by experience or influence are ingrained in people’s minds. It’s a challenge to change and modify these. Many women believe that they are incapable of demanding tasks or leadership roles. When this happens, they view other women as unfit too. Many beliefs also restrain women from trying out other opportunities. Being excellent in administration but not in finance is one example. The truth is that the latter isn’t the exclusive domain of men. There is no one surefire way of removing biases in the workplace. But, determining if these exist is already one big step.

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How to Tell People “Be More Confident”

Leadership, Motivation, Workplace Culture / My Holland

How to Tell People “Be More Confident” Your first response would be to give it to someone straight. But did you know that doing so can be counterproductive? Yes, you have good intentions. Unfortunately, telling people to be more confident will suggest they aren’t. Or, they’re self-assured and you might be mistaking their behavior for something else. For instance, soft-spoken persons don’t necessarily lack confidence. They may be wise and intelligent. On the other hand, you can’t assume loud people are confident. The truth can be the opposite. So, if you think someone needs to improve their belief in themselves, here are better ways to go about it. Get Rid of Your Biases Before you tell people to be more assertive, the first step is to check if you’re making the right assumptions. During meetings, you notice a colleague is silent the whole time. Maybe that person is weighing all the ideas being exchanged before forming an opinion or, like a sage, speaks only a few words. A person’s view of confidence is subjective. You cannot assume based on your beliefs alone. A meek person doesn’t necessarily lack confidence. The perception that meekness is a sign of weakness clouds judgment. Hold back on making assumptions the next time you meet a humble and quiet person. Appearances can be misleading. Also, women hunched forward don’t mean they lack self-confidence. They may be trying to avoid objectification. How often have you heard “my eyes are up here”? Compliment Applaud every time your colleagues do something good if you want them to become more confident. Celebrate the small victories. Great work! These two words can encourage people. Be sincere when you say it, though. Be specific when you compliment others. Reinforce positive actions and show appreciation. A pat on the back can be enough. Encourage Employees, especially new hires, can be discouraged by setbacks. They can lose their confidence. It’s necessary to remind them that the road to success is filled with obstacles. Encourage them to move on from past failures and keep on plugging away. Remind them to use their strengths instead of focusing on their weaknesses. If you’re a manager, assure your colleagues you have their backs. Telling them they have your support can improve their confidence. Address Specific Behaviors Posture and body language can reflect a person’s confidence. But, you will agree that telling someone “look at people in the eyes during a presentation” is better than “be more confident.” What are other behaviors you want your colleagues to improve or change? Focus on these instead of generalizing. More importantly, address these privately and not in public.

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Workplace Culture

Tips on Having an Effective One-on-One Meeting

Watch Out for these Gender Bias Signs

How to Tell People “Be More Confident”

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