Tools for managers

Do women avoid salary negotiations? Evidence from a large-scale natural field experiment. Management Science , 61 9 , Casuistry and social category bias.

Journal of Personality and Social Psychology , 87, Behavioral Research and Business Ethics, Russell Sage, New York. Implicit bias and accountability systems: What must organizations do to prevent discrimination?. Research in organizational behavior, 29, Something to talk about: Information exchange under employment law. Pedigree: How elite students get elite jobs. Princeton University Press. Evidence for the reproduction of social class in brief speech. DOI: Estimating the payoff to attending a more selective college: An application ofselection on observables and unobservables.

The Quarterly Journal of Economics, 4 , Estimating the return to college selectivity over the career using administrative earnings data. Journal of Human Resources, 49 2 , Judging merit. Fundamentals of human resource management: managing people at work. Pearson Education. The Balance Careers. Work Rules! Salary History Bans. Office housework. Identify and Track The first step is to find out if, and where, you have a problem.

Find out: Distribute the Office Housework Survey to your team to find out who is doing the office housework and how much of their time it takes up. Make it clear that this is valued work.

When it comes time for performance evaluations and promotion decisions, make sure that mentoring and DEI work are recognized and that employees are compensated for the extra time they spend on this work. Provide administrative support and adequate funding for people running diversity initiatives and Employee Resource Groups ERGs.

Women and people of color are more likely to volunteer because they are under subtle but powerful pressures to do so. A rotation is also helpful for many administrative tasks e. Rotating housework tasks like ordering lunch and planning parties is also an option if admins are unavailable. Hold everyone equally accountable. If possible, assign office housework tasks to admins, e.

If you have individual assigners whose glamour work allocations is lop-sided, hold a meeting to bring the problem to their attention. Work with them to figure out if either, a the available pool for glamour work assignments is diverse but is not being tapped fully or whether b only a few people have the requisite skills for glamour work assignments.

If a diverse pool has the requisite skills… Have the supervisor implement a rotation to ensure fair access to plum assignments.

Formalize the pool and institute accountability. Write down the list of people with the requisite skills and make it visible to the supervisor. Sometimes just being reminded of the pool can help. Have the supervisor track their allocation of glamour work going forward to measure progress.

Research shows that accountability matters. Analyze how the pool was assembled. Does the supervisor allocate the glamour work by relying on self-promotion or volunteers? If so, that will often disadvantage women and people of color. Shift to more objective measures to create the pool based on skills and qualifications.

Identify what skills or competencies an employee needs to be eligible for the high-profile assignments work and develop a plan to help the employee develop the requisite skills.

Leverage existing HR policies. Succession planning. Shadowing and mentoring. Have a more-junior person shadow a more-experienced person during the high-profile assignment. Establish a mentoring program to help a broader range of junior people gain access to valued skills.

Toolkit Bias Interrupters for Managers: Assignments. Bias Identifying Bias in Assignments Guide. Worksheets Assignment Typology Worksheets. Metrics Tool Office Housework Survey. Identify the Source of Bias Options for finding out whether you have a problem are listed from least to most time-consuming.

Use our free 2-minute downloadable survey to assess bias issues. Appoint a Bias Interrupter to gather metrics over the course of several meetings. Metrics to gather: Floor Time: Who mostly speaks at meetings? Is it representative of who attends? Interruptions: Is there a culture of interrupting in your meetings?

If so, is there a demographic pattern in who does the interrupting and who gets interrupted? Stolen Idea: Research shows that women and people of color report that others get credit for ideas they originally offered much more than white men do.

Attendees: Are the right people getting invited? Be sure everyone who has a part to play is at the meeting. Ideas: Whose contributions get lauded or implemented? Office housework: Track who takes the notes, who keeps the minutes, who gets coffee, and other office housework tasks. Meeting scheduling: Are meetings scheduled at times or at locations that make it difficult or impossible for parents and caregivers to attend?

Implement Bias Interrupters Because every organization is different, not all interrupters will be relevant. Rotate office housework tasks. If admins are available to do these tasks, use them.

Instead, figure out a fair way to spread the housework tasks evenly by rotating based on arbitrary criteria birthday, astrological sign, seniority, etc. For more bias interrupters about office housework, see Bias Interrupters for Managers: Tools for Assignments.

If a few people are dominating the conversation, address it directly. If more is needed, take them aside and explain that your workplace employs a broad range of people because you need to hear a broad range of viewpoints. Create and enforce an overall policy for interruptions.

One option is a no-interruptions policy, where you make it clear that interruptions are not to be tolerated, and ding people when they interrupt.

A gentler policy is to keep track of who is continually interrupting and getting interrupted, and talk about the problem. SurveyMonkey offers built-in surveys but you can also easily create your own questions through the app. If you're an IT manager, chances are you're regularly asked to provide reports about the devices connected to your network.

Lansweeper provides this information, as well as automate software deployment to save time. Instead of sending your technicians around to install a new piece of software on every device, you can push it out from the server and save time. In addition to pushing software, you can also save technicians time by allowing them to remote in to devices across your network. Once TeamViewer is installed on all of your company's devices, your technicians can access those devices using a PC or mobile device and provide support or install software.

Intuit's QuickBase solution for IT help desk management can help you track bugs, keep up with tickets, and automate your IT workflows. Intuit offers a variety of apps to allow you to create a software environment unique to your own staff's needs. Because the one thing that we enjoy doing is sharing all sorts of tips and advice or even tools like Weekdone, you know that help you become better at what you do.

The modern work environment is filled with new software, apps, and proprietary programs designed to enhance your work. However, you need to choose wisely.

You don't want to overdo it and end up with tons of apps on your computer. Being a manager requires being up to date with what your team is up to, how they perform, and communicating upon that. Now, in a post landscape, you need to factor in working primarily in a remote team environment.

Then, you need to be able to gather all of the data and report to whomever you report to, right? It's not an easy job, that's why we focused on finding the 7 essential tools for the modern-day manager that will help you thrive in your role.

In this list, we'll take a deep dive into tools and apps that facilitate your management work in different areas: from project management and task management software all way up to hiring and scheduling tools. Do you need a robust and easy to use tool for weekly and daily task planning? Here you go. Weekdone allows you to easily assign tasks, plans and keep track of your team's progress.

Thanks to its Newsfeed feature, your employees can stay in the loop of what everyone in the company is working on, as well as give praise to others for their achievements, which is essential in maintaining a healthy level of employee engagement. This makes Weekdone a great team management app, especially when you're part of a remote team. What's more, after each week you'll be prompted with a private chat with every one of your reportees.

This way you can discuss tasks, exchange feedback, and give praise for work done. Sign up here for your free Weekdone trial. The Gallup organization, through its Gallup Exceptional Workplace Award, suggests eight skills that successful managers demonstrate.

Managers who want to succeed also understand that they are the most significant factor in whether employees are motivated to want to show up for work. Managers play a key role in all four of the levers that drive whether employees are motivated and contributing to their workplace reward system, culture, job design, and performance management and resource allocation.

A bad manager is frequently cited as a key reason why when employees quit their jobs. Striving for greatness as a manager should top every manager's goal list. The difference that a great manager can make in the work lives of employees is inestimable. Helping employees feel rewarded, recognized, and thanked is also key to performing effectively as a manager. The most important issue in management success, however, is being a person that others want to follow.

People have rational reasons for following such as reaching career goals, attaining money, and gaining power. They also have irrational motivations that "arise from the powerful images and emotions in our unconscious that we project onto our relationships with leaders.

Every action you take during your career in an organization helps determine whether people will one day want to follow you. Without followers, you cannot lead and manage. So, use these seven tips to be the successful manager that you aspire to become. A successful manager, one whom others want to follow, performs the following actions effectively. Reporting staff members, colleagues, and senior managers respect the ability to demonstrate caring, collaboration, respect, trust, and attentiveness.

They depend on a manager to treat colleagues with dignity and respect , to keep their word, to exude integrity, and display dependability and character under even the most challenging occurrences and challenges. Demonstrate that you care about the employees who report to you. An effective manager is someone who communicates effectively in person, print, texts, and email.

Listening and two-way feedback characterize interactions with others. The manager should also be open to receiving feedback from colleagues and reporting staff. Avoid a defensive response and be willing to change your behavior when the feedback is on target. But, mostly, understand and act upon the power of interaction that encourages employees to see their connection to the overall company's strategic goals and plan.

Building a team enables other staff to collaborate more effectively with each other. People feel as if they have become more—more effective, more creative, more productive— in the presence of a team builder.