Many employees talk about the importance of a work-life balance, and when that life involves parenting, they sometimes worry that they can’t possibly find enough time in the day to attend to both their jobs and their families. It doesn’t help that companies still don’t appreciate the desire of their employees to split their focus. In the end, too often the family loses out to the needs of the job, resulting in employees who feel unhappy and stressed.

The frustration, for example, for mothers who have children under six and work a full-time job, they actually end up working fewer than 40 hours — closer to 33 — so they don’t technically meet the definition. Those who managed to work split shifts or flexible schedules actually ended up working around 45 hours a week…and making significantly more money in the process. Fortunately, you can help facilitate this and get employees who are focused on their work during “working hours” and feel loyalty toward a company who understands and accommodates their needs.

  • Bear in mind that dads want flexibility as well.

The irony is that companies who offer flextime to mothers as a perk end up alienating the working fathers. When mothers joined the workforce, they had to make the choice: family or job. Far too many companies still force the choice. But those that offer a flexible schedule only to mothers ignore the fact that Dad is not the breadwinner and wants to spend time with his family as well. So offer that sort of time to all employees, not just the women. 

  • Offer different types of scheduling.

Whether it’s that split shift, working a few days from home and the rest on site, or maternity/paternity/adoption leave, offering these varied leave options will actually result in employees who focus better on their work rather than worrying about missing out on something at home. And allowing for leave, as pointed out, results in well-rested employees who appreciate working for a company that values family time as well…and this translates into happier employees (and better reviews for you). 

  • Trust that they’ll do the job.

Sometime employers worry that a flexible schedule means less availability or that employees will take advantage of not having to come in 9 to 5 and work less. Do what you can to avoid micromanaging and nullify the stigma of those who use flexible time — too often those employees get labeled as less committed when in reality they’re doing what they can to commit to two important parts of their life and do both as well as they can.

For help setting up a successful flexible schedule that will work for you and your employees, visit the knowledgeable people at PrideStaff.

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