If you work in human resources, you're probably facing challenges like the Big Quit, quiet quitting, or labor shortages. While many HR leaders focus on these phenomena, they often overlook the specific challenges faced by working parents. Employers who want to retain employees and create a competitive advantage cannot afford a mass transition of employees to companies that offer better material and non-material benefits for parents.
Learn how you can ease the burden on working parents in your company and help them feel strong, valued, and motivated.
Understanding the challenges of working parents
Parenting can be one of the most rewarding experiences in life, but it can also be very stressful. Understanding the factors that cause stress is the first step in designing a good benefits package. Stress is a common experience for parents, especially when it comes to managing the demands of work and family. Research has shown that parental stress can negatively impact work performance and motivation, leading to reduced productivity, increased absenteeism, and even burnout. Balancing work and family demands can be a major source of stress, sometimes resulting in a range of physical and mental health issues.
Creating a culture of flexibility
If you want to retain employees who need to balance work and personal responsibilities, try offering flexibility. Employees often consider changing careers to achieve a better work-life balance that meets their new priorities and schedules. Of course, it's best to first survey employees to determine which type of flexible arrangement would best suit their needs. Implementing flexible work arrangements often involves introducing hybrid or fully remote models. There are numerous advantages to hybrid and remote work, but the most significant benefit is a flexible work schedule. Creating a culture of flexibility also fosters a culture of trust, where employees can more easily balance their obligations. "It’s important to allow employees to become better parents so they can become better employees." – Lara Šubić Šuša, Head of the Employer Partner Certificate.
Offboarding and onboarding
A major source of stress for parents, as well as their colleagues, is the redistribution of work. Organizing a clear process for redistributing work ensures that all employees feel prepared for the temporary period without the support of a colleague. When parental leave is announced, managers should also communicate the redistribution of work to the rest of the team. The employee going on parental leave can hold transition meetings so that work can continue seamlessly. It's much easier to pass on tasks and responsibilities to colleagues if the work is well-organized, which is why the organization is the first step.
Returning to work should be gradual and should include some form of onboarding. Some companies practice gradually reintegrating employees who return from parental leave. The reintegration process can begin as follows:
1. Returning part-time. A common practice is to bring the employee back for three working days a week. During this period, managers should review expectations and modify plans as needed.
2. Getting acquainted with changes. If there have been significant changes during parental leave, it is useful to create a document outlining all important agreements. This way, the employee can quickly and easily become informed about key matters and new procedures.
3. Collaboration with the team. Additional collaboration with team members is needed to successfully transfer work to the employee returning from parental leave. It's important that meetings are not held all at once, as the transition could be difficult.
Caring for mental health
Balancing work and family responsibilities can be very challenging, and the pressure from both sides can be overwhelming. This pressure can lead to feelings of guilt and anxiety and can result in decreased satisfaction, motivation, and engagement. One way to address the challenges of parenting and stress is to focus on well-being. The first step is to prioritize mental health as part of employee care, and the second step is to take action to manage stress, which can have a significant impact on mental health, as well as work performance and motivation. Additionally, providing access to psychologists and stress management experts can be an important step in achieving and promoting well-being. Support from others can help parents feel less isolated and overwhelmed and can improve their mental and emotional health.
Future Resilience is the latest program available to organizations across any industry, providing tools for long-term employee resilience to help them better cope with various business and personal challenges, as well as unpredictable and stressful work situations. This year, the program also includes a special workshop on parenting. As part of this program, psychologists familiar with various psychotherapeutic approaches respond to individual personal questions and provide participants with support in dealing with current stressors, which may be either personal or work-related. You can learn more about the program on the Future Resilience website.
