Working While Parenting: 6 Ways to Make it Easier for Employees

The pandemic has complicated the tricky equilibrium of working and parenting. Here are ways employers can help balance the scale

When home has become both office and school, parents face new obstacles in their quest to achieve work-life balance. The bonus of not having to spend time commuting is easily erased by the burden of supervising children who must spend long hours in front of a computer screen learning from home.

For many of the 50+ million working parents in the U.S., this COVID-19-induced shift has been untenable and laid bare many inadequacies in workplace cultures. A reimagining of what companies can provide for their employees who also happen to be parents is in order.

Until that occurs, here are six suggestions for making life easier for your employees who are also parents:

1. When you offer flexibility, mean it

It's not enough to announce relaxed expectations about employees' schedules. Back it up by actively embracing the idea that people's availability will be compromised during a traditional workday. Instead of clinging to an outdated timetable, emphasize productivity and output.

Extend this flexibility for working parents by allowing them to work from home even if your office has reopened. Most school schedules have changed, with many jurisdictions adopting hybrid attendance models and canceling after-school activities. Past childcare solutions may be unavailable, and finding substitutes places yet another burden on parents.

2. Make tools and resources readily available

Many families have experienced difficulties because their homes are not equipped to handle the remote demands of office and school activities. If the company requires specific software or other tools, offer stipends to cover their cost and the expense of upgrading personal computers or Wi-Fi networks.  

Remote employees also need to access information customarily found onsite about healthcare benefits and other policies—and working parents may need additional outreach concerning their family situation. Look beyond posting information on your company's web portal and provide further communications.

3. Conduct check-ins and extend social lifelines

Work-from-home mandates have been shown to cause loneliness and depression in some employees. Be aware of this possibility and plan social interventions to mitigate feelings of isolation. Having regular check-ins from team members or human resources professionals is a good way to let employees know you are concerned.

Supporting the mental health of all your employees is essential during a crisis and beyond. Recognize that parents have additional stressors, and implement programs that allow them to communicate with others having similar experiences.

4. Make efficient use of meeting time

Respecting the revised schedules of parents working from home while homeschooling means being mindful of the demands you make on their time. Team leaders should practice meeting hygiene: sharing a detailed agenda and sticking to it, adhering to set times for meetings, and observing "no-meeting" times. 

5. Update your company's policies

The shift in workplace norms makes it essential for company leaders to change some of their long-held policies, both formal and informal. Your guidelines regarding family leave, paid time off, and personal or sick days may have to change because of changing workplace realities.

Whatever revisions you make, be sure they comply with federal and state regulations and are regarded favorably by your employees. It is helpful to survey your team regularly to ensure that the benefits you offer match their current needs.

Adopting policies that improve your employees' work-life balance does not have to be an elaborate or expensive endeavor. There are several low-intervention and low-drama initiatives that any organization can implement to help out their employees who are parents.

6. Above all, show some compassion

Every employee deserves your support during this difficult time. For working parents, that could mean having a heightened awareness of their particular challenges and addressing them with kindness, tolerance, and new policies.

Taking this opportunity to demonstrate compassionate leadership will benefit your company and sustainably enrich your corporate culture.

This care not only helps employees but can also positively affect your company's bottom line. Organizations that show concern for working parents in their policies and culture tend to have higher employee retention levels and greater success in hiring.

Carrington Legal Search is celebrating 20 years in business: we were in the trenches with our clients during 9/11 and 2008. We partner with our clients to identify leaders and mission-critical talent to shore up and grow companies even during the most challenging times. We are here for you! To make our nationwide network work for you, get in touch at 512-627-7467 or email carrie@carringtonlegal.com.