We hear this from clients of all sizes. That is, that women employees are demanding more from work, and they’re leaving all companies in unprecedented numbers to get it. Too often, women hit a “glass ceiling” on advancement. They get discouraged and go somewhere else.

There is a seismic shift in job movement. So we need to ask: how can businesses prevent attrition among women to win the battle for talent?

We suggest two approaches.

Learning engagements for women employees

First, a dedicated women-only leadership curriculum and using personality assessments. This can baseline continuing career conversations to keep all women engaged.

Our popular Women in Leadership program is now in its sixth year. The program covers generational differences, inclusion and diversity, self-awareness, and what that looks like in a women-only leader development environment. Also, there is plenty of interactive participation to invigorate participants.

During the program we hear provocative conversations from women who have experienced first-hand the benefits of women-to-women conversations, networking, and mentorship. This is especially refreshing inside of otherwise male-dominated firms.

Decades of psychological research confirm when women are empowered to take on leadership positions, the effects can be metamorphic for everyone.

Amy Novotney

American Psychological Association

To augment a Women in Leadership program, meaningful career conversations with managers can help women to advance in your company. Within this, personality assessments make the conversations more effective. Because you get actionable data about each person’s unique motivation and their needs to perform well in our jobs. Women employees often feel unrecognized. A career conversation is one way to turn this around.

Your firm uses a lot of business data. Why not for people?

Scientifically sound personality assessments give you a place to start. And they provide in-depth information to build a more effective organization with less attrition.

You discover where each employee really belongs in your organization. This is based on their motivation, decision-making style, work preferences, and more. Thereby, you can help them advance to new responsibilities. Also, you discover where they will best thrive and, most importantly, stay in the company.

The cost of filling a vacancy makes it expensive to ignore data on your valuable talent. To avoid this, assessments are an effective investment to match individuals with fulfilling jobs.

Overall, a focus on keeping women engaged with authentic career paths that lead upward in the organization is a proven competitive advantage.