Parents are leaving the workforce at a staggering rate and it is costing businesses thousands upon thousands of dollars each year to pay recruiters, onboarding costs, and lost time while jobs remain unfilled. Not to mention the vast amount of knowledge and company experience walking out the door. Why is this happening? The current way that companies do business does not support the needs of working parents making it necessary for parents to make difficult decisions when it comes to their work and life balance.
However, it is possible to change this dynamic as an employer and retain your top talent with a few considerations. Here are 5 ways to retain the working parents on your payroll to ensure that your company is successful and so are your employees.
- Institute a flexible schedule and ensure your managers stick to it. Too many companies are still using the clock-in/clock-out model with managers that act more like timekeepers than leaders. Something as simple as a stubborn toddler having a cranky morning can have your employee running 15 minutes behind schedule. Add to that morning stress the knowledge that they will clock in late and get reprimanded by their boss? Employees will wonder if it’s worth the hassle. The comfort of knowing that they are trusted to get their job done and having the flexibility to have more control over their schedule is a must in the modern workplace.
- Offer childcare benefits as a routine part of your benefits package. Companies, like Flexable Child Care, offer unique and affordable solutions for employees to offer child care options to their employees. The COVID-19 pandemic showed how crucial schools and daycare centers are to the full functioning of a working family and businesses. But what happens when routine childcare falls through? Offering services like Flexable, while your employees work from home, will increase productivity and offer them peace of mind to fully focus on their work.
- Have a robust maternity and paternity leave policy. When was the last time your company updated or reviewed its policies on parental leave? The United States is one of the only developed countries in the world that does not have a mandated parental leave policy. It is up to employers to understand the importance of parental leave so that families can bond and employees can return to work happier, healthier, and more productive. A father, for example, who knows he is leaving his recovering wife and newborn child at home all day just days after they’re born is certainly not going to have the most productive world day. But, a father who was given the opportunity to stay at home and support his family while still being paid, is never going to leave that company. Also, a good paid maternity leave policy is hard to find. Offering a strong policy with paid leave for women after having a baby is a diamond in the rough that employees will be clamoring for.
- Build a company culture that supports the working family. Most people believe that to be a top employee they need to work more hours, take on more responsibilities, and always be available. However, all that does is cause stress, burnout, and fatigue which hurts productivity and can cause your most motivated employees to quit. Encourage a company culture that doesn’t glorify exhaustion and overwork but encourages employees to have a strong work/life balance.
- Ensure each employee has the equipment and ability to work from home. Eventually, it’s going to happen to every parent. Their child gets sick and has to stay home from school. That employee now has to take the day off to stay home while burning vacation time instead of using that vacation time to relax and refresh. If each employee is provided with the technology to work remotely, they can remain productive while staying at home and feel valued that their vacation time can truly be for a vacation.