Avoid a culture of presenteeism
Working parents need to divide their attention between their work and their children, which often leads to fear that they’ll be seen as less committed to their jobs and thereby less valuable team members. That’s why it’s so important to avoid a culture in which more hours at work are rewarded as a sign of greater contribution and productivity. Make it clear that as a leader, you care most about the quality of the work your employees deliver, not the amount of hours they spend on it.
Lead with trust and understanding
One of the greatest ways to support the parents on your team is to try and be flexible. Whether they need to clock in early or block off some time in the late afternoon to pick their kids up from school, do your best to be accommodating and understanding of their situations. Also, given that kids can be unpredictable at times, which may require a sudden trip home or an urgent doctor visit, trust that your team members will find the time to get their work done, even if it means working unusual hours.
Recognize the challenges
Acknowledge that working parents have a lot on their plates and that they may struggle with feelings of guilt – both that they can’t invest the same hours into their work that their coworkers who are not parents can and that they’re not able to give their kids enough attention due to an important meeting or a tight project deadline. So, give your team members space to be open with you about the challenges they’re navigating. Try to validate their feelings while making it clear that perfection is not the expectation in either domain. It can make a huge difference when you, as their manager, emphasize that you don’t believe they should feel guilty for making their families and well-being a priority.
Promote transparency
Encourage the parents on your team to block off time on their calendars for child-caring duties – whether they need to pick their kids up from school, take them to a doctor’s appointment, or anything else that requires them to disconnect for a bit – to send the message that it’s okay. What matters most is that there’s honesty and transparency between you and your team members and that they are comfortable being upfront about their responsibilities so that you can effectively plan and adjust when needed.
And if you have kids, be sure to lead by example by blocking off relevant time in your own calendar as well!
Respect their boundaries
Remember to ask your team members about their kids, while being understanding when they don’t want to talk about them. Whether it’s been a tough week at home or their child is going through a difficult time, things may feel sensitive, so be considerate about how they seem to respond when you check-in. If you get any sense that they’re not interested in discussing their kid(s) at that moment, respect their boundaries and don’t push them for information.
Convey your commitment
The returns on providing employees with childcare benefits can be as high as 425%, according to a new report by Boston Consulting Group, with corporations that prioritize childcare coverage seeing a surge in both popularity and employee retention. And while you likely don’t manage your company’s childcare offerings, there are ways for you to show your team members that you care about them and their families. Encourage your employees to plan time off with their loved ones and to clock off at reasonable hours to enable them to be present in their home lives. And, when possible, try to invite their families to team events to demonstrate your commitment.
On a similar note, if the parents on your team choose to share the names of their kids with you, do your best to remember them. Asking about their children by name can really go a long way in showing that you care.
Acknowledge milestones
For working parents, financial pressures are inherently greater. And while they’re often eager for raises and promotions, they’re also already stretched pretty thin, which can make it harder to put in more hours at work to prove themselves. So, try and take this into account when building growth and development paths on your team, and make sure to recognize professional and personal employee achievements. Whether it’s celebrating the completion of a long-term project or their child’s first birthday, address exciting milestones with your team members to help them feel seen and appreciated.
