Wide variety of innovations can make company 'family-friendly'

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Dear Joan,
I’ve been reading a lot about "family friendly" companies and wondering how I can get my company to be more "friendly." I would like to have more flexibility in my work (work at home a day or two a week, less overtime, more time to do things at my son’s school, etc.).

I have worked for my current employer for six years and I have an excellent work record. I know that if I left, they would have a hard time replacing me. I’m a technical professional and there aren’t a lot of people like me in this geographic area. I have a good relationship with my boss but I don’t know how open top management would be to my request.

I have two questions:

1.         What are some of the current things companies are doing to be more family friendly?
2.         How can I approach my manager/company to get what I want?

Answer:
If your company isn’t taking steps to become more family friendly, your top executives may wake up one day, like Rip Van Winkle, and discover that everything has changed. Unfortunately, most of their best employees will be working for someone else.

With the shortage of good employees, even some of the best places to work in America have to re-think their lifestyle perks, benefits and work environment. Here is a sample of some of the more creative family friendly innovations our clients and others are providing (and some are pretty cheap or free):

§      Four day work week, and/or summer hours, where employees work longer hours each day but take Friday afternoon off.

§      Department employees work together to develop a flexible schedule each month, as long as there is coverage.

§      Allowing employees to take a paid half or full day a month to do volunteer work at their children’s schools, charity, etc.

§      Giving more vacation or personal days. Granting vacation immediately upon hiring a new employee.

§      Encouraging mothers and fathers to take maternity leave. Adoption leave.

§      Flexible funeral leave.

§      Errand services: an errand runner will do your grocery shopping, arrange a car pool, pick up dinner and have it ready when you leave work, etc.

§      Paid housecleaning services and/or laundry services.

§      Company discounts for tickets to the zoo, theatre, theme parks and festivals.

§      Pagers if your child is sick.

§      Lactation room for nursing mothers and allowing pregnant mothers to park close to the entrance.

§      Company contributes to employee’s college tuition or helps to pay off student loans.

§      Company negotiates reasonable rates for home mortgages.

§      Flexible spending accounts, allow employees to pay medical or child care expenses with pre-tax dollars. Even the most simple plan allows for employees to pay for insurance premiums pre tax.

§      A thank you letter is sent to the home with a gift certificate for dinner for two (either for good performance or for putting long hours).

§      Company sponsored family outings, such as a Christmas party with Santa, Zoo Day, etc.

§      If employee travels for business, allowing them to use their frequent flyer miles for personal trips.

If some of these appeal to you, here’s how to approach your manager:

1.      Look at the situation from a business perspective. For instance, if your company is having trouble recruiting and keeping people (and in your case, they would be hard pressed to replace you), you have much more leverage.

2.      Take a hard look at your performance. In your case, you have a great work record and your employer will be more inclined to do whatever it takes to keep you.

3.      Consider how many other people will want what you are asking for. Think through how your company will deal with multiple requests for the same perks that you want. If your employer is likely to turn you down because "everyone will want to do it and we can’t accommodate all of them," you will need to formulate a strategy that will work. Anticipate all the objections and be ready with possible solutions.

4.               How rigid is your culture? Have you seen signals that they are willing to try new things to keep good people? For instance, if someone is already working four days a week in another department, citing that example may make it easier to win what you want.

5.               If you don’t get what you want, are you willing to leave? If you like your company but your boss is rigid, perhaps a different department would be more flexible. And of course, there are more than enough employers who would be ready to provide you with a work arrangement that will keep you happy at work—and home.

Good managers know that employee satisfaction is essential to healthy teamwork, initiative and productivity. Based on an in-depth study of the most innovative ideas in creating a culture where employees thrive, our recruiting & retention tools have all the secrets you will need to find and keep the best employees.  The booklet series has hundreds of ideas for building a family-friendly culture, work/life balance and reducing stress in the workplace.  Guaranteed to give you fresh ideas any company can implement!

Creative Recruiting & Retention Strategies
Recruiting & Retention Booklet Series