It’s a rainy Monday morning, and I’m struggling to get my 14-month-old dressed and ready to go while she squirms and kicks in protest. Meanwhile, my husband is attempting to corral the three-year-old into putting on her pants, with little success.
It’s only 7:02 a.m., but I’m already feeling pressured. We have to get the kids out of the house in the next 10 minutes, or I’ll miss my train. I need to get to work by 8:30 a.m. so that I can pick up the kids by 5:45 p.m. and have dinner ready by 6 p.m. or else someone is going to have a meltdown….
Sound familiar?
The most stressful part of working often isn’t the work. It’s managing the delicate balance of responsibilities between work and home.
Here are four suggestions for employers to help working parents find a better equilibrium.
1. Harness technology – With the wealth of tools today, it’s easier than ever for employees to stay connected. Despite Yahoo’s controversial ban on telecommuting, this remains a valid option for many workplaces. Cutting down on travel time—and giving people the mental and physical space to think and plan strategically—may even increase productivity. The caveat: managers need to make sure that when employees say they’re working from home, they’re actually working.
2. Be flexible – When possible, let your employees work around the traditional nine- to-five on a schedule that suits their needs. Today’s workplace culture often requires employees to work extended hours, but don’t expect them to be available 24/7. Allow employees to disconnect when they’re off work, rather than dreading a buzzing BlackBerry off-hours or while they’re on vacation.
3. Talk about it – Managers may shy away from initiating difficult conversations, but it’s better to identify a problem upfront than to uncover it through a nosedive in performance. Are your employees under significant duress at work or at home? Are personal issues interfering with their work? How are they coping with stress? What support do they need, and how can you, as an employer, facilitate it?
4. Maximize existing resources – Your company may not offer on-site childcare, for example, but your employee and family assistance program (EFAP) may provide resources to help employees find childcare services. Know the details of your EFAP and other benefits programs, and make sure your employees understand what’s available.
Offer a little help, and you might just find that your employees are more engaged and productive. For my part, if you can figure out how to make a three-year-old put on her pants, I’m all ears.
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