The Bottom Line:

When women change their relationship with their own personal power, self-care, and emotional intelligence, it changes every interaction and relationship they have, business and personal.

Statistics

• Nearly nine in 10 women agree that relationships with colleagues (88%) and direct supervisors (86%) have a big impact on how happy they are with their jobs.

• According to a 2013 CareerCuilder study, 50% of respondents said “increased recognition” would entice them to stay with a company. (http://www.businessinsider.com/things-bosses-do-that-make-great-employees-quit-2015-9)

• As predominantly male fields, it’s no surprise a lingering old boys’ club attitude in the science, engineering and tech industries isolates women. Surveyed women describe these as the “lab-coat culture” in science that encourages long unforgiving hours, the “hard-hat culture” of engineering and the frat-like “geek workplace culture” of tech. These environments tend to make working women feel out of place as a result.

• Turnover tends to be higher in environments where employees feel they are taken advantage of, where they feel undervalued and ignored and where they feel helpless or unimportant. (http://www.referenceforbusiness.com/encyclopedia/Eco-Ent/Employee-Turnover.html#ixzz2i1teTqrm) When women become core confident within themselves, they are able to know their own inherent value and leave behind things outside of themselves impacting them negatively.

• The costs of turnover are high: According to a study by the Society for Human Resource Management, employers will need to spend the equivalent of six to nine months of an employee’s salary in order to find and train their replacement. Doing the math, that means that for an employee salaried at $60,000 will cost the company anywhere from $30,000 to $45,000 to hire and train a replacement. Other research shows that the average costs could be even higher. In a study conducted by the Center for America Progress, the cost of losing an employee can cost anywhere from 16% of their salary for hourly, unsalaried employees, to 213% of the salary for a highly trained position! So if a highly trained executive is making $120,000 a year, the true loss could be up to $255,600 to the company! (http://www.huffingtonpost.com/julie-kantor/high-turnover-costs-way-more-than-you-think_b_9197238.html)

• Gallup researchers have studied human behavior and strengths for decades and discovered that building employees’ strengths is a far more effective approach than a fixation on weaknesses. A strengths-based culture is one in which employees learn their roles more quickly, produce more and significantly better work, stay with their companies longer and are more engaged. In this study, a vast majority (67%) of employees who strongly agree their manager focuses on their strengths or positive characteristics are more engaged, compared with (31%) of employees who strongly agree that their manager focuses on their weaknesses. (http://www.gallup.com/businessjournal/182321/employees-lot-managers.aspx)

• In addition, when women are centered and empowered, they are less easily offended and fewer lawsuits for harassment are filed. This fact alone is huge for a company’s bottom line; Sexual harassment is a cost that many companies will have to face at some point: A 2010 study by the Society for Human Resource Management found that more than a third of companies had dealt with sexual harassment claims within the past two years. If the claim can be handled via an internal investigation and remedy, a company may be able to contain the costs, but things get expensive quickly if the employer files suit. If that happens, the company is going to incur a $100,000 bill in legal fees and investigations even if they win, according to a recent article found in (http://www.thefiscaltimes.com/Articles/2013/08/22/The-High-Cost-of-Sexual-Harassment)

My services include:

• A 6 week group program focused on creating a solid foundation
• Seminars and Webinars personalized for your organization’s needs
• Private Coaching