Tag Archive for: work life integration

OP-Ed: 3 Ways Leaders Can Advocate for Workplace Flexibility

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Lauren Winans Workplace Flexibility Over the past year, businesses in virtually every industry around the world have undergone dramatic shifts, while the remote workplace has redefined workplace flexibility. Like it or not, the global response to the COVID-19 pandemic has sparked the most rapid transformation of workplace dynamics in recent memory, not the least of which has been the shift regarding the traditional employer-employee dynamic.

Increased trends in technological automation and innovations have forced us as professional leaders to rethink most of our internal strategies. From the processes we use to hire and retain talented employees, to the ways we interact with them on the clock, and even down to the resources we provide them to excel in their performance, one thing has been made clear: the pandemic has left its impact not only on society as a whole, but also on the individual as an employee.

As employees have begun to advocate for their wants and needs within the workplace, it is our duty as leaders to provide them with the environment and tools they need to feel appreciated and valued. The best way to do this is to advocate for greater flexibility within your business and its culture. By advocating for the flexibility and greater overall wellbeing of your employees, they will feel more supported. This support, in turn, boosts the confidence of your employees, allowing them to feel more deeply valued in their own abilities, both within and outside of the workplace.

Here are three ways you, as a leader, can become an advocate for the flexibility of your workplace’s culture and its employees.

1. Embrace the New Hybrid Work Model

Some employers are reluctant to change and are resistant to new ways of working for them and their employees alike. They may think that methods which worked well for the past several decades prior to the pandemic can continue to work just as well more than a year later. Employers may have a fear of the unknown or a desire to focus on other priorities for their business. Ultimately, it all comes down to an organization’s leaders–if leaders can acknowledge that the dynamic between them and their employees has shifted, and changes are required, half the battle is already won. When that acknowledgement is avoided, true change becomes impossible.

Many employers are permanently implementing remote work and hybrid working arrangements, providing bonuses for employees who worked extra hours during the pandemic, conducting compensation studies to ensure their pay rates are competitive, and adding benefits like additional therapy visits, meditation, and mindfulness training. Some employers are also adding more paid holidays to their workplace calendar, encouraging vacation day use, or bringing in freelancers, contractors, and consultants to help with complex projects and increased workloads.

Implementing a hybrid work environment can benefit employers in many ways, not the least of which is the reduction in size of their real estate footprint, which lowers operating expenses. For instance, implementing a hybrid work model shows employees that flexibility in their workplace environment is a priority for their leaders, allowing those leaders to retain talented employees for longer periods of time. This hybrid environment allows talented employees to juggle their priorities (such as caring for children or aging parents) while remaining employed without the fear of having to choose between their personal priorities or their career.

2. Revisit (and Revamp) Your Hiring and Retention Strategy

The number one thing employers can do is to ensure workplace flexibility is to have a clearly defined talent strategy; one that includes an aspirational vision or mission that leaders and HR can use as a guidepost. That guidepost is then used to update, change, or create practices and rewards that are aligned to the aspirational vision of a company’s leadership, which should be well-known throughout the organization. It should be communicated clearly and often, praised when demonstrated, and discussed regularly in large company-wide meetings and small team meetings alike. Great, talented employees need to know what they are working for, what they are working toward, and that their efforts are recognized, appreciated, and rewarded.

The recent hiring crisis our nation is facing exemplifies this point. Our current shortage of workers is impacting the ability of HR teams to focus on enhancing their people strategy, resulting in higher turnover rates that lead to a larger amount of open positions that are hard to fill. It’s a vicious cycle that has led many organizations to bring in HR consultants who can help employers and their teams tackle greater workloads in a shorter period of time. However, many HR professionals themselves are completely burned out after everything the pandemic threw at them. Some are shifting career paths, moving on to companies that provide them with more support, or leaving the workforce entirely.

If business leaders and employers are able to successfully adapt to new ways of working, and thinking about work such as implementing a hybrid work environment, this allows them to increase the size of their talent pool–particularly for positions that are difficult to fill. Hybrid work models likewise allows for greater inclusion, making it possible for companies to employ those with disabilities that keep them from a traditional onsite office setting. By increasing the size of their talent pool, employers make it easier on themselves to recruit for positions that would otherwise be hard to fill.

3. Consciously Provide Employees Opportunities to Thrive

The events of the past year have made it clear that employees crave support from employers to help them better balance their lives. Employees want to work for strong leaders, want to contribute to something bigger than themselves, to take care of their families, and to maintain their health and wellbeing. All of these needs require flexibility on behalf of the employer, and while employers are not expected to meet all of an employee’s personal needs, making conscious choices to provide employees every opportunity to thrive is what helps retain great employees.

By focusing your company’s internal people strategy to create a more flexible workplace environment and culture, your organization can focus more on how to foster the wellbeing of its employees. Companies that are more focused on the wellbeing of their employees will find it easier to attract and retain talent, combat burnout, and increase productivity. When employees feel supported, they’re more confident in their abilities at work. It’s no wonder that employees are looking for employers who have been or are ready to embrace this dynamic.

Written by Lauren Winans, CEO – Next Level Benefits

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Op-Ed: Back to School Strategies for Working Parents As School Resumes

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Daisy DowlingBeyond the kids’ health and safety, nothing is as important to you as their education.  Here’s what to know and do as they head back to school this (unusual) fall.

But if you’re busy adapting to the pandemic “next normal” – and simultaneously concerned that your five-year-old will have a difficult time adjusting to the school routine, that your eight-year-old will need help with her science homework, and that those standardized tests are looming, too, it puts you in a real bind.

With some special working parent tactics and approaches, however, you’ll be better able to handle all of those details and logistics while focusing on the piece that really matters: your child’s overall academic development and long-term success in school. Where to start in terms of handling the current working-parent “school challenge”? By taking charge in three educational areas that can be the most challenging for you as a working mom or dad.

Homework

Homework can all too often morph into an overwhelming, time-consuming exercise that ends past bedtime, in power struggles and tears. What should be a simple algebra worksheet can leave you feeling torn: of course you want your child to succeed academically, practice resilience, and feel comfortable tackling new challenges—but when you’ve got so little time to spend together each evening, the last thing you want to do is spend it carping at your child to finish her assignment, or checking it for errors. So:

  • Figure out an organizational system that works. Review your calendars together at the start of the week so that you and your child both know what’s coming as far as homework, quizzes, and tests; set up special baskets to hold uncompleted assignments and library books to be returned; and have your child lead “backpack check” each evening. Make it age-appropriate, but do find your system.
  • Emphasize that homework is your child’s, rather than a family, responsibility. Even if you plan to review your son’s Spanish conjugations, let him know that you’re there to help when he’s truly stuck, not to remind, nag, proofread, or otherwise serve as unpaid labor. As he grows, help him think ahead about bigger projects. As the science fair approaches, for example, ask “what’s your plan?” for making the papier-mâché volcano rather than leading the project yourself.
  • Hold a family study hall each evening. The kids do their homework, while you catch up on office emails or reading. Pick a reasonable length of time—ten minutes for a young child, ninety for a teenager, for example—and set a timer on your phone to go off when time’s up. When it does, the whole family gets to enjoy downtime or a relaxing activity like watching a favorite TV program together.
After-school activities—and ways to think about them

After-school activities can supplement your child’s education in wonderful ways, help you “stretch” care arrangements, and bring an element of fun into the relentless homework-and-testing cycle of modern education.

Taken too far, however, after-school activities can put terrible pressure on any working-parent family. Here’s how to keep perspective, ensure that extracurricular activities remain a positive, and make the choices that are right for you.

  • Avoid using activities to plug an emotional hole. It can be easy, if you feel guilty about working long hours, to “compensate” by stretching to pay for expensive ballet lessons or by spending all weekend, every weekend, focused on your child’s chess tournaments. And you may try to convince yourself that success on the stage or playing field now will make your child’s later life much easier. But overpaying, overscheduling, and overextending will only make working parenthood harder, and very likely reduce the benefits those same activities are supposed to bring.
  • Stay neutral and balanced. For each potential extracurricular activity, carefully consider its pluses and minuses. If it helps your child academically or socially and doesn’t require huge expense or time investment, great. If it makes scheduling and logistics easier, even better. But beware activities that leave you feeling like you’ve got yet another job to do.
  • Go slow. For driven professionals, it can be tempting to cram in as many extracurricular activities as possible, and do each one to the max. But your child doesn’t have an adult’s focus, energy, or drive, and her livelihood doesn’t depend on her performance on this field just yet. Set reasonable limits—e.g., one after-school activity per week or one sport per season—and let your kid say no if she wants to. Remind yourself that you can always sign up next semester, or as she grows and her interests change.
Volunteering—and how to do it efficiently

It’s unlikely you can make it to every school performance, library fundraiser, and field trip, even if you wanted to. So here’s what you can do instead. In the first week of school, tell your child’s teachers and/or the school’s volunteer coordinators that you’re eager to put in your fair share of sweat equity—but that you will be doing it all in one go. You’ll schedule a personal or vacation day well in advance and use it entirely for school volunteerism.

Maybe you’ll be the “reading helper” in your daughter’s class in the morning, walk the school’s neighborhood safety patrol in the afternoon, and take the minutes during the school fundraising-committee meeting at 5:00 p.m. When the day is over, you’ll enjoy knowing that your yearly contribution has been made in full—and efficiently. That “I’m not doing enough” guilt will go away, and you’ll be able to focus back on family and career.

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Copyright line: Reprinted by permission of Harvard Business Review Press. Adapted from Workparent: The Complete Guide to Succeeding on the Job, Staying True to Yourself, and Raising Happy Kids by Daisy Dowling. Copyright 2021 Daisy Dowling. All rights reserved.

Daisy Dowling is the author of Workparent: The Complete Guide to Succeeding on the Job, Staying True to Yourself, and Raising Happy Kids (HBR Press, 2021). She is the founder and CEO of Workparent, an executive coaching, and training firm dedicated to helping working parents lead more successful and satisfying lives. She is a full-time working parent to two young children.

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