Textio recently released their 2024 report on language bias in performance feedback. Key findings include: ?? Men are 2-4 times more likely to be positively stereotyped in their feedback ?? Women are negatively stereotyped up to 7 times more than men ?? Women receive more personality-based feedback than men, regardless of performance level ?? Workers who get low-quality feedback - including positive feedback - in annual performance reviews are 63% more likely to quit their jobs within a year ?? People are more likely to internalize feedback that aligns with social stereotypes about their identity, creating a disproportionate disadvantage for people from the historically marginalized groups that have been most heavily penalized with negative stereotypes Managers: If you want to retain top talent, give specific, actionable, and clear feedback and avoid fixed-mindset or personality-based comments. HR leaders: If you’re finding that annual trainings haven’t reduced employee escalations, consider investing in tools that identify managers who need support—even if they’re not reaching out for help.
Brightside Advisors
商务咨询服务
Haddon Township,NJ 897 位关注者
Empowering start-ups and nonprofits to achieve their goals.
关于我们
Brightside Advisors offers a wide range of services to meet the needs of start-up companies and nonprofits of all sizes. Our services are designed to provide effective strategies, streamline operations, optimize human resources, and solve complex problems. We also offer programmatic services to ensure that our clients' programs are efficient and successful. We understand that every client is unique. That's why we offer customized solutions to address the specific challenges and goals of each organization. Our team is dedicated to providing high-quality and personalized services to ensure the success of our clients. With decades of expertise, Brightside Advisors is proud to offer expert consultancy services to help start-up companies and nonprofits thrive. Our consultants are passionate about delivering impactful results and guiding our clients toward sustainable growth and success.
- 网站
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https://www.brightside-advisors.com/
Brightside Advisors的外部链接
- 所属行业
- 商务咨询服务
- 规模
- 2-10 人
- 总部
- Haddon Township,NJ
- 类型
- 自有
- 领域
- Nonprofit、CBOs、Operations、HR、Strategy、Performance Management、People Management、Change Management、Inclusive Hiring Processes和Program Implementation
地点
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主要
US,NJ,Haddon Township,08108
Brightside Advisors员工
动态
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"A haunted house..." nonprofit version. Which one's the scariest? What did we miss that haunts you? #NonprofitHauntedHouse
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"That's the interesting thing about work stress. We don't really experience much of it at work - we're too busy. We experience it outside of work. When we're commuting. When we're at home. When we're trying to rejuvenate." There are helpful and productive ways to think about work outside of it, such as creative and problem-solving ways, which are in our control. To mitigate the potential for burnout and work-related emotional distress, we must be careful about how much we ruminate about work outside of work hours - how much we second-guess our decisions, worry about the future, or think about tasks we haven't gotten to yet. #Burnout #WorkLifeBalance #WorkStress
“Ruminating about work, replaying the same thoughts and worries over and over again, significantly disrupts our ability to recover and recharge in the off hours.” Here’s how to make sure you leave work at work:
Guy Winch: How to turn off work thoughts during your free time
https://www.ted.com
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Navigating organizational change can be challenging, but real-time employee feedback through pulse surveys can make all the difference. By regularly checking in with your team, you can address concerns early, maintain engagement, and ensure your changes are truly effective. #Leadership #EmployeeEngagement #OrganizationalChange
Organizational change—be it a merger, restructuring, layoffs, or new tech implementation—can create uncertainty and stress among employees. To navigate this effectively, real-time insights into employee experience and sentiment are crucial, and that's where pulse surveys shine. Employee pulse surveys are short, frequent surveys designed to gauge employee sentiment and engagement. Unlike traditional annual surveys, pulse surveys are conducted regularly—often monthly or even weekly. They focus on a few key questions that allow organizations to quickly assess the mood and morale of their workforce. Why Do Pulse Surveys Matter During Organizational Change? ? Real-Time Feedback: Quickly identify and address emerging issues before they escalate. For example, if employees feel unclear about their roles post-restructuring, a pulse survey can highlight this concern early, enabling leaders to address it promptly. ?Enhanced Engagement: Show employees their feedback matters, boosting trust and morale. When employees see that their feedback leads to tangible actions, their trust in leadership grows, and their engagement improves, even during turbulent times. ?Impact Measurement: It’s one thing to implement change, but it’s another to ensure that the change is effective and beneficial. Leaders can compare pre- and post-change survey results to determine whether the change has had the desired effect on employee morale and productivity. The period following organizational change is just as critical as the change itself. Employees need time to adjust to new processes, leadership, or organizational structures. Pulse surveys continue to play an important role during this phase by: ? Monitoring Employee Adaptation: Frequent surveys can track how well employees are adapting to new circumstances and identify ongoing challenges. ? Sustaining Engagement: Keeping a pulse on employee engagement levels helps ensure that any negative impacts of change are quickly mitigated. ? Driving Continuous Improvement: Feedback from pulse surveys can guide further refinements to the changes implemented, ensuring continuous improvement and alignment with employee needs. Employee pulse surveys are a powerful tool for navigating change, providing leaders with the insights needed to support their workforce, maintain engagement, and drive positive outcomes. By prioritizing employee feedback during and after organizational change, companies can foster a culture of openness, trust, and resilience—key ingredients for thriving in today’s dynamic environment. #PulseSurveys #EmployeeEngagement #ChangeManagement
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Stay interviews can be a effective tool for managers to increase employee engagement and reduce staff turnover. Why Are Stay Interviews Beneficial? ? Boost Employee Engagement: By showing employees that their opinions matter, you foster a culture of respect and value. ?Reduce Turnover: Identifying potential issues early helps in addressing them before they lead to resignations. ?Enhance Job Satisfaction: Tailoring roles and responsibilities to better fit employee strengths and preferences increases satisfaction. ?Improve Communication: Regular, open dialogues strengthen the relationship between employees and managers. #StayInterviews
Have you ever led or been part of a stay interview? Stay interviews are proactive conversations between managers and employees aimed at uncovering what keeps an employee motivated and what might drive them to look for a new job elsewhere. Unlike exit interviews, which happen when it's too late to retain an employee, stay interviews provide insights while there's still time to make a difference in that employee’s engagement, experience, and workplace retention. More detail on what stay interviews are, how to prepare for them, how to run them, and what do after them, is included in the attached presentation. I used this process with a previous team I led and found it really enlightening for me as their manager to understand ways that I could better support their experience on the team and in the organization. Stay interviews can be a game-changer in talent retention and employee satisfaction. By investing time in these conversations and the needed follow-up, you're not only showing your employees that you care but also building a stronger, more cohesive, and motivated team. #EmployeeEngagement #TalentRetention #StayInterviews #HRStrategy #WorkplaceCulture
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The true measure of an organization's commitment to its values is evident in the policies it upholds. Policies are the foundation upon which an organization's values rest. In the words of Ibram X. Kendi from his book How To Be An AntiRacist, “Individual behaviors can shape the success of individuals. But policies determine the success of groups." Robust policies are not just guidelines but a reflection of what an organization truly values. We develop and revise policies that foster an inclusive, equitable, and thriving workplace for all. When we work with organizations to refine their policies, we're laying the foundation for a culture that supports collective success and mirrors the organization's core values. #OrganizationalValues #PoliciesAreValues #PolicyDevelopment
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It's never been more challenging to be a nonprofit CEO. A report released earlier in 2024 by the Building Movement Project found that 41% of BIPOC nonprofit CEOs and 31% of white nonprofit CEOs are considering transitioning out of their roles because of burnout, and nearly a quarter of nonprofit CEOs (23% BIPOC, 22% white) are considering transitioning because of a desire for less responsibility. Additionally, of nonprofit staff, 32% of BIPOC staff and 44% of white staff are not interested in taking on a top leadership role. So how do we balance the turnover with so many individuals not wanting to transition into a CEO role? ? Ensure the job is actually doable.? ? Increase support from exiting leaders and other CEOs/EDs.? ? Cultivate younger staff with leadership aspirations.? ? Remain open to, and fund, alternative leadership approaches, such as Co-ED models, which are currently on the rise. The full report can be found here: https://lnkd.in/ghGmGGb9
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According to Candid, as nonprofit revenue increases, the share of white male CEOs also increases, while BIPOC and white women CEOs become fewer. For orgs with less than 50k in revenue, CEOs are 22% white men, 16% BIPOC men, 34% white women, and 28% BIPOC women. For orgs with more than $25M in revenue, CEOs are 41% white men, 12% BIPOC men, 33% white women, and 14% BIPOC women. (And this doesn't even account for the fact that nonprofit CEO diversity is so low that all non-white CEOs are lumped together as BIPOC...)
Have you heard of the "glass escalator?" It refers to the fact that men in?female-dominated occupations?often experience a faster and smoother rise to top leadership positions than women. In the nonprofit sector, where approximately 70% of staff are women, the following disparities exist between men and women in leadership: - Male CEOs are paid 27% more than women CEOs. - Men tend to lead larger nonprofits. The average male CEO oversees organizations with over $11 million in revenue, while women CEOs lead organizations with less than $6 million in revenue on average. - As organizational revenue increases, the % of white male leaders steadily increases while the % of BIPOC women leaders steadily decreases. How do you ensure that your organization eliminates bias in its hiring and promotion decisions?
More Women Work in Nonprofits. So Why Do Men End Up Leading Them?
hbr.org
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In?one survey, managers shared that 83% of the meetings on their calendars were unproductive. Yikes. But too often, our workplace cultures rely on meetings to get just about anything done. Something has to change. Do you have meetings you could not attend or cancel? What would it take for you to do it?
Raise your hand if you've ever spent too much time in meetings. ??? Meetings have been rated the number one office productivity killer. So, what can we do about it? 1) Stop using meeting attendance and participation as a proxy for organizational commitment. 2) Respect other people's time by not inviting them to meetings that they don't need to attend and by taking into account their schedules when scheduling meetings that can't be avoided. 3) Cancel meetings, particularly recurring ones, when there's nothing new to cover. 4) For recurring meetings, regularly ask attendees if their time is being used well and, if not, how they'd change that. What tips do you have?
The Psychology Behind Meeting Overload
hbr.org
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"...evidence supports that if we want to ramp up our productivity and happiness, we should actually be doing less." We're working with a client right now who is focused on purposefully doing less to support their employees in having a stronger experience through greater work-life harmony. But wanting to do it and knowing how to do it are not the same thing and it gets messy in the implementation, partly because it's hard for any of us to drop work that we've been doing and are invested in or want to see through. Even when we know we need to let something drop. Intentional effort is critical for this, and this article provides great tips on how to be deliberate in thinking through what tasks can be stopped or given less time. #Productivity #WorkLifeHarmony #WorkLifeBalance #Purposeful
Want to Be More Productive? Try Doing Less.
hbr.org