Yesterday’s Advisor explored a new study suggesting that many working parents are simply not as energetic or engaged at work as they might be. Today we’ll explore what can be done to keep these valuable employees active and engaged.
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Working Parents Are Worth the Investment and Could Be More Creative With Support
Providing solutions for working parents could help managers retain these employees that they clearly see as valuable. When asked in which areas working parents were stronger than their nonparent counterparts:
- Nearly one-half (41%) of managers say working parents are better multitaskers.
- More than one-third of managers (34%) say working parents are more effective in time management.
- One-third of managers (33%) say working parents are calmer in a crisis.
- Twenty-eight percent say working parents are more financially responsible on the job.
With the right support, working parents could be even more valuable to their employers by having an increased creative capacity and better problem solving skills. Both working parents (35%) and managers (49%) agree that having better work/life balance is the number one factor that would help employees to be more creative at work. For both groups, improved work/life balance was more popular than working with other people who are creative, having a manager who gives them “free reign,” or taking more time off.
Learn how to keep your employees happy and working with the second HR Playbook from BLR®. Check out Employee Retention and Satisfaction: How to Attract, Retain, and Engage the Best Talent at Your Organization.
“We work with hundreds of employers who are tuned into the challenges faced by working families and who recognize that these employees are also among their most valuable. All employers must consistently look for new ways to ensure that the culture they are cultivating is one that resonates with and is valued by their employees,” said Bright Horizons Family Solutions® CEO David Lissy.
Lissy adds, “The labor market is tightening. Jobs are expected to outnumber workers by five million by 2020, and competition for top talent will continue to intensify. The success of organizations will in large part lie in the hands of their employees who are working moms and dads. The bottom line is: Employers who can earn the hearts and minds of working parents will be ahead of the curve.”
Of course, working parents isn’t the only thing you have to deal with—it’s never just one thing in the world of HR! Retention and turnover are also on every HR manager’s front burner. Turnover is your organization’s most debilitating disease. Retention—of the people you want to retain—is the backbone of your organization’s success. Gain an advantage with our guide, Employee Retention and Satisfaction: How to Attract, Retain, and Engage the Best Talent at Your Organization. Check it out now!
This second HR Playbook from BLR explores the many facets of retention and engagement, giving practical guidance, new approaches, and proven methods for achieving excellence in these challenging times.
Once you have top talent, be sure to retain them! It’s all in BLR®’s HR Playbook, Employee Retention and Satisfaction: How to Attract, Retain, and Engage the Best Talent at Your Organization. Learn more now.
Learn about the following crucial issues regarding retention and employee satisfaction:
- The high cost of undesirable turnover
- Recruiting and hiring for the long haul
- Management’s role in retention
- The value of strong mentoring
- Perks that employees truly value
- And much more!
When do you start thinking about retention? On day one. Start strategizing today with Employee Retention and Satisfaction: How to Attract, Retain, and Engage the Best Talent at Your Organization.
Click here to learn more or order your copy today!