Interestingly women do get different feed back than men. Somehow it’s okay to give a woman critical feed back on her personal performance, whereas men get more constructive feed back, often more focused on the job. This wouldn’t be so bad if it wasn’t that many of us take that feed back very personal too.
Male and female brains are different. It may well be that some of the career success of women is dependent on those differences. Perhaps your career success is build on your capabilities as a ‘big picture thinker’ or you should use that capability more to build a successful career.
There seems to be some sort of unwritten rule that it’s OK to give a woman career advice and personal feedback, whereas it’s unheard of to do the same to men. Recently, research was published that women tend to get personal critiques in their performance reviews, and men tend to get constructive feedback.
You, as a manager, can break someone’s day and make their day. Feeling valued by their supervisor in the workplace is key to high employee motivation and positive morale, both for men and women. However, did you know women may need a different approach than men?
We all know that men and women are different. We also do see them behave differently at work. But have you ever considered using this difference in how you lead your team? Have you ever stopped to think about what this difference is, and if you perhaps needed to flex your style depending on gender?
If you, like me, have ever sat through a meeting with mainly women you will almost certainly have wondered when they were going to stop talking and get down to action. Whereas men seem to do first, women seem to take time to get into action. Have you ever noticed that?