This time last year, my dad’s battle with cancer was about to come to an end. Over the past several months of his life it was important for me to have support at work for the time needed to be with my dad.
I remember thinking how lucky I was to work in an environment where family comes first. I was able to spend quality time with my dad and family without guilt or pressure. It made a huge difference during a very difficult time.
And if a recent study of more than 2,000 top performers conducted by ERC is any indication, support of a work-life balance is critical to others as well. Work-life balance ranked fourth (out of 19) for the qualities employees view as the most important job attributes when seeking a job.
That means preferred workplaces should go well beyond federal guidelines such as the Family Medical Leave Act to support workers’ family needs, desires and obligations. Creating such an environment, though, challenges employers with their own balancing act to support employees’ personal needs and obligations while managing the business. Yet, when both needs are met, the results are impressive and can help position the organization as an “employer of choice” for top-performing employees.
Like other key human resources programs and policies, the first step is to assess management’s commitment. Is the organization willing to pursue a family-first environment and philosophy or commit to remaining a work-first company?
A family-first workplace relies on trust as the critical component of the program as many of the employment policies allow employees significant flexibility, self-accountability and possibly time away from work. With trust being such an important factor in family-friendly environments, it is not surprising to find that these companies also aspire to attract and retain top people.
Perception is reality when it comes to a family-friendly workplace. Employees must see that those policies and programs are consistently supported without resistance by management and supervisors.
Employees should be able to take advantage of all the programs and policies available through the organization without fear of job loss or handcuffs on long-term career opportunities. As an organization, either commit to doing it right with the proper support or don’t bother. There is a wide array of choices including:
• Flexible work options. These include programs such as working at home, compressed workweeks, part-time work, job sharing and flexible scheduling. Although options may require some job redesign, it is certainly worth the effort.
• Family and personal leaves. Programs include those required by law and those that are perhaps even more liberal than state and federal mandates. Leaves can be stretched out and/or include gradual return to work.
• Education. Workshops and seminars relative to financial planning, work-life planning, college aid, elder care, advance directives and a host of other related topics provide employees with great information, save tons of time and reduce stress.
• Child and elder care. These might include on-site or off-site day care, referrals and after-school and summer programs.
• Nontraditional benefits. Beyond a strong, standard compensation and benefits package, more companies are adding benefits such as long-term care insurance, financial planning, wellness programs, a comprehensive employee assistance program, short- and long-term disability coverage, and other unique programs such as pet insurance (yes, “Fido” is considered to be part of the family).
• Concierge services. Convenience services such as drop-off dry cleaning are quickly becoming an important part of family-friendly workplaces. These services are appreciated by staff and provide precious time savings for day to day tasks.
• Employment policies. Replace archaic “use it or lose it” sick and vacation policies with paid time-off programs that allow employees to manage their schedule responsibly. Top-performing employees dislike traditional employment policies and appreciate when they are treated like adults. In addition, establish a bereavement leave policy that allows employees the ability to come back to work when they are ready, following the loss of a loved one.
• Recognition. Today, recognition polices are being expanded beyond employees at work to their families. Employers are increasingly showing their appreciation of families’ support at home for employees’ hard work.
The pressures on employees and their families have increased due to the economy, especially in cases where one spouse is working while the other seeks new employment. The ripple effect on child care, and financial and physical health can create issues that the workplace has not seen in quite some time.
Likewise, pressures on employers have increased to succeed in this new era of global competition and recessionary conditions. The conditions are right to assess your organization’s approach to the support provided to employees that are responsible for driving most of your organizational results.
Now is the perfect time to dump traditional approaches to business and invest in progressive human resources systems and polices that create an environment where top people flourish. What a great opportunity to move your business forward while making a difference at home.