Chuck LEAN Business Consultant
Imagine that your boss Ethan calls you into his office. He expresses disappointment in your recent performance and lack of commitment. How would you react? Would you accept the feedback and put in more effort? Or would you put in your office and start looking for a new job? Now, would your reaction be different if your boss was not named Ethan but Emily?
Imagine that your boss Ethan calls you into his office. He expresses disappointment in your recent performance and lack of commitment.
How would you react?
Would you accept the feedback and put in more effort?
Or would you get in your office and start looking for a new job?
Now, would your reaction be different if your boss was not named Ethan but Emily?
What can be done?
Recently, some companies started trying to stem discrimination against women in management positions.
Several have employed “ [removed] ,” teaching workers to focus on the content of feedback rather than the identity of the person providing it. There is also evidence that [removed] .
Other research suggests that [removed] – such as [removed] – may be an effective remedy.
To end on a hopeful note: Negative reactions to criticism from female bosses in my study is lower among younger workers and disappears for those in their 20s. Though younger employees may discriminate more as they age, it could be that this is a generational shift.