Embedding Work-Family Programs in Your Organization
- Scott Behson
- Feb 26, 2019
- 1 min read
I’m increasingly convinced that, if work-family programs are designed as a separate, stand-alone policies, they are less likely to be successful. Instead, the values behind work-family programs need to be embedded through all of the ways in which we manage our employees. Please watch this video I recorded with World at Work, the leading professional organization for compensation professionals, for a fuller sense of what I mean.
My interview with World at Work on Work-Family Programs
If we value work-family balance for our employees, we can’t just create a stand-alone program. Instead, we need to think through how we recruit, hire, train, evaluate and compensate employees, as well as how we supervise, design work and set work schedules. For example, we need to build more flexibility into people’s work so that they can work where, how and when is best for them. We can change how we evaluate performance to focus on results, not “time on task” or “chair time.” We can build wellness programs that include the concerns of working parents. In short, we need to embed work-family programs into our overall management.
What do you think about this approach to work-family programs?
일상에서 벗어나 편안한 시간을 보내고 싶어서 이용하게 되었는데 기대 이상이었어요. 처음부터 끝까지 세심한 케어가 이어졌고 분위기도 매우 안정적이었습니다. 특히 집에서 받을 수 있는 출장마사지 덕분에 이동 시간 없이 온전히 휴식에 집중할 수 있었던 점이 가장 좋았습니다. 만족도가 매우 높은 경험이었습니다.
Great insights on embedding work-family supports holistically especially evaluating on results, not hours. This could really boost retention for working parents. Interestingly, golfer Adam Scott net worth around 50 million shows how success in any field thrives with balance.
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