Chad Dunkley,
New Horizon Academy:
763.557.1111
www.newhorizonacademy.net
Small firms, too,
can be friendly
to families
ONE OF THE MAIN STRUGGLES the modern-day family faces is finding the critical balance between work and family responsibilities.
This is especially true in a dual-income home, where both parents are responsible for maintaining the livelihood of the household. Historically, Minnesota has led the nation in the percentage of both parents working full-time, with the majority of parents reporting to work for small to mid-sized businesses.
As this percentage continues to rise, it has become increasingly critical for employers to maintain a workplace that is accommodating to the needs of their employees’ families.
Small steps help
It is amazing what small steps small to mid-sized employers can do to maintain a family friendly workplace. Minor modifications in scheduling, child care and benefit policies at their workplace will increase productivity, foster an understanding and respectful environment, and positively impact the bottom line.
A survey of 800 Americans from Work and Family Connections Resources revealed that companies that integrated “family-friendly” policies were able to improve employee morale by 64 percent, reduce absenteeism by 50 percent and increase productivity by 47 percent.
Also, statistics show that when an employer keeps in mind the dual role their employee plays as a parent or caretaker of their elders, the employee will be more content and productive, less absent from work and more prone to staying at their professional position within the company.
What most companies don’t know is that many of these family-friendly benefits can be virtually free to the employer if implemented correctly.
Here are a few benefits that can be integrated into your businesses’ current policies to create a more family-friendly environment, for virtually no fiscal cost:
Flexible work schedules: Letting employees attend their children’s school functions and make up the time later, or giving them the option to work at home during a family illness or family emergency, will render an environment of both understanding and trust.
Child care assistance: With more Minnesota parents in the workforce these days, the rates for high quality child care programs have skyrocketed. Small to mid-sized businesses can accommodate family needs without breaking the bank by entering into discount agreements with child care facilities. A simple agreement with a neighborhood child care facility could allow employees to save hundreds of dollars per year in child care expenses.
Allowing kids in the workplace: It is important for employers to exercise tolerance for employees who bring their children to the office for a short period of time during an emergency. Another way for employees to maintain a work/life balance is through job sharing, if the nature of the position allows. Job sharing permits employees to split the tasks of a position, allowing each employee to work part of the week.
Wellness/fitness programs: It has been proven that healthy employees make for happy employees. According to national statistics, companies with wellness programs have seen an average of 28 percent less sick leave taken, 26 percent less direct health care costs and a 30 percent reduction in workers’ compensation and disability costs.
Arranging for an employee-sponsored fitness instructor or Weight Watchers representative to come on-site during the lunch hour is a perfect way for employers to promote fitness and personal well-being. The convenience of on-site fitness or wellness instruction frees up more time for employees to spend with their family in the evening.
Additionally, companies that offer a wellness and fitness program for their employees often see a more productive and energetic workforce.
Paid leave bank: Lastly, an employer can implement a “paid leave bank”, where employees can “bank” their paid time to use for various other purposes outside the scope of traditional sick time or vacation. This will offer the employee greater control of their time away from work and make it easier for them to manage unexpected family demands, such as long- or short- term illnesses of a family member.
By creating a family-friendly workplace, small to mid-sized employers will be able to do a better job at retaining employees and recruiting high quality applicants. Their employees may experience less stress and maintain high morale, and thus increase productivity.
Then the company’s bottom line can get growing as well.
