The Work-Family Challenge: Rethinking Employment


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Why You Need to Rethink Your Employee Wellness Benefits | Bright Horizons®

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Students can purchase online using a credit card, or your university's bookstore can order access codes from Perusall for students to purchase at the bookstore. Learn more. When companies offer benefits like work-from-home policies , they not only distinguish themselves from competitors but also enjoy improved employee performance, a higher retention rate and greater feelings of company loyalty.


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So often when organizations talk about flexibility, however, they mean structuring their policies to meet the needs and expectations of Millennials and Gen Zers. The consequence of inflexible policies are only magnified when we look at how they impact parents, who find themselves moving in and out of the office at a much higher rate than their coworkers. Consider the usual circumstances that forces non-parents to change when and where they work.

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For childless employees, these disruptions occur every now and then but for working parents, they happen on a more frequent and unpredictable basis. The problem? Rather than empowering all employees, including parents, to make their own choices about managing their time, it results in employees who feel anxious about using their flexibility or uncertain if they can.

LIFE AT WORK 2018 Highlights: It’s time to Rethink the Workplace and Reinvent the Workforce

And for single parents, those feelings of guilt and stress are only compounded because of the lack of a co-parent to balance those responsibilities. Another barrier keeping parents from taking advantage of flexible working arrangements is they feel it will stifle their career advancement.

In order for workplace flexibility to be successful, the way employees perceive flexible work needs to change. Instead of treating flexibility as something employees need to earn first , employers should trust their working parents to get the work done when they can and wherever they can.

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Seemingly minute adjustments, such as publicly recognizing good work, go a long way in both supporting working parents and signaling to their colleagues the work is still getting done. Similarly, a director in our sales department not only encouraged the parents on his team to take their full leave but he also set the example and took his allotted time off as well.

Why You Need to Rethink Your Employee Wellness Benefits

To further normalize flexibility, Robbert Rietbroek of PepsiCo Australia and New Zealand announces whenever he leaves work early to pick up his children from school. In order for flexible policies to work, your CEOs and business leaders need to be seen as champions of flexible working.

As workforces grow increasingly diverse, the needs and working styles of every individual are going to evolve.

The Work-Family Challenge: Rethinking Employment The Work-Family Challenge: Rethinking Employment
The Work-Family Challenge: Rethinking Employment The Work-Family Challenge: Rethinking Employment
The Work-Family Challenge: Rethinking Employment The Work-Family Challenge: Rethinking Employment
The Work-Family Challenge: Rethinking Employment The Work-Family Challenge: Rethinking Employment
The Work-Family Challenge: Rethinking Employment The Work-Family Challenge: Rethinking Employment
The Work-Family Challenge: Rethinking Employment The Work-Family Challenge: Rethinking Employment
The Work-Family Challenge: Rethinking Employment The Work-Family Challenge: Rethinking Employment
The Work-Family Challenge: Rethinking Employment The Work-Family Challenge: Rethinking Employment

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