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Why Help Employees with Child Care

Why Help Employees with Child Care

Why Help Employees with Child Care

Business Innovation Brief Best Article

It’s back to school and back to the office for many people. Parents are worried about child care. Employers often compete to attract great talent with benefits, and perks.

Employers should not overlook huge transformations in their employees’ lives, such as the birth of a child or caring for a sick child, as work and personal time become more intertwined. How can businesses support working parents to recruit and retain the best talent?

It’s a great beginning to provide family-friendly perks and policies, but it’s not enough. An on-site child care benefits program can have the most favorable impact.

Working parents today have a difficult time finding dependable and convenient child care. Offering daycare at work is an often-overlooked option.

It is a Win-Win for Everyone

The advantages of on-site daycare are massive for both the employee and the company. When an employer provides child care, it shows that they value their employees and deserve the convenience of having a daycare center on-site.

This provides a platform for high staff motivation, which benefits the company’s growth as well.

Better Engagement and Productivity

According to a poll conducted by Bright Horizons, an on-site child care provider, 90 percent of parents who use a full-service on-site daycare center claim increased concentration and productivity at work.

An employee’s focus is on the task at hand and not on anything else. Employees who have access to on-site daycare can meet their requirements, keep an eye on their children throughout the day, and work with less psychological distress.

Flexibility

The three most essential factors that influence workplace engagement are trust and kindness, followed by autonomy. These three traits are instilled in employees by providing on-site child care.

Furthermore, it provides your staff with a level of convenience and flexibility that would not otherwise be feasible.

Millennials Seek Jobs with On-Site Child Care

Millennials are said to be excellent planners, even though many do not yet have children. Child care is an essential requirement in their employment search. As a result, providing child care now could help you attract exceptional talent in the future.

Post Maternity Needs

Working parents can attend an early morning meeting or remain late for a late-evening meeting knowing that their child is safe and secure.

Around 90% of new parents claim that jobs with child care make it easier for them to return to work without any hassles.

Thanks to family planning alternatives and modern healthcare, mothers are now waiting longer to have their first child. This indicates that they are approaching motherhood while still serving in senior positions.

As a result, child care will appeal to employers seeking to keep a valuable portion of their labor force that they cannot afford to lose.

Working Mothers

To working moms, children, as well as their occupations, are critically important. Most of today’s homes have mothers who are the primary breadwinners. That’s a sizable chunk of the workforce you can’t afford to overlook.

Dads Making Parenthood a Priority

We must not overlook working fathers. They, too, place a high emphasis on family and taking care of it. Child care considers the reality of today’s modern dads, who are just as committed to making parenthood a priority as women. They’re just as interested in employment that provides on-site daycare.

Emotional Security

Employees’ personal life has an impact on the workplace because of the emotional baggage they bring. Failure to acknowledge this link harms the workplace, which is where in-house daycare can help.

It can also aid in the reduction of tardiness and stress related to separation anxiety. Furthermore, children in the workplace can contribute vitality and cheer while also providing employees with a reassuring environment.

Loyalty

From the standpoint of employee satisfaction, having an on-site child care center is a tremendous bonus. Even those who do not use it profit since their co-workers are happier and more reliable due to the presence of a center in the workplace.

It will drive the company forward in the right direction if everyone works in perfect coordination and with greater loyalty.

While affordable on-site child care is a strong perk, especially in a job seeker’s market, some businesses find it difficult to provide on-site child care benefits. To begin with, the expense and infrastructure of a daycare facility are enormous. Another concern is the liability that comes with supervising little children who aren’t exposed to many risks.

Companies can, however, partner with a variety of daycare providers. They can provide an in-house center as well as a location close to the office. You could also consider providing subsidies or alternate child care options.

Daycares come at a cost, but the benefits appear to outweigh the expenditures, with higher returns on investment. Furthermore, the decision to give child care facility jobs should be carefully considered to guarantee that everyone’s requirements are addressed.

Even in the best of circumstances, child care may be costly and difficult for working parents. Companies that are smart and empathetic know this and help their employees navigate this minefield. They recognize the importance of on-site child care benefits in retaining employees. 

Helping employees with child care isn’t simply the right thing to do; it’s the wise thing to do.

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Want Your Organization to Grow? Rotate Employees’ Roles

Want Your Organization to Grow? Rotate Employees’ Roles

Want Your Organization to Grow? Rotate Employees’ Roles

Business Innovation Brief Best Article

The activity of rotating employees’ jobs in an organization is known as job rotation. These rotations are mostly lateral, which means they occur between jobs on the same level and are not considered promotions. 

They are also frequently temporary, with employees returning to their previous jobs after a set period.

Starting a new job is exciting and can be demanding. A new job reduces monotony and promotes motivation. It is an opportunity to gain new knowledge and skills as well.

Job rotation is a well-known strategy of organizational growth, but it’s not deployed often enough in smaller organizations… this is a mistake.

Advantages of Job Rotation

Learning

Job rotation is an approach for organizations to transfer specific skills, knowledge, and competencies among people, leading to an increase in human capital value. 

I am not a fan of using words like resources, human capital, human assets, to describe people. So, let’s instead say that job rotation helps increase the value that people can add to an organization.

An employee, for example, may learn the entire production process of a business because they have worked in several roles that have given them a holistic perspective. Managers, too, may need to work in various divisions before they are ready for a senior leadership position.

Flexibility

Employee rotation allows people to do a variety of duties, resulting in a more flexible workforce. The overall workforce will be more flexible, and capable of filling any of the available roles that come up over time.

Employee Replacement

When a significant person leaves unexpectedly, their position is best filled by someone from within the company. Job rotation can help in this situation. The important job can be taken up by (temporarily) deploying a peer who is a little bit familiar with the role while having the advantage of being from within the organization.

Orientation and Placement

Internships are one area where rotation is frequently used. A graduate typically works four different roles during a two-year internship. It allows the graduate to discover latent abilities and discover roles that they enjoy and excel in.

Simultaneously, it enables the company to determine where the newcomer can bring the greatest value, a process known as job-employee matching. It is a fantastic technique to ensure that new talent is used to its full potential. 

Similarly, if someone wants to try a new role, they can be rotated within the organization to do so. This also prevents employees from leaving the organization. 

When it comes to interns, just remember to pay them for their time. Please don’t exploit interns.

Satisfaction

When someone has been in the same job for two or more years, they are at significant risk of quitting. Job rotation provides a change of scenery and challenges employees, resulting in higher satisfaction and decreased employee loss.

Disadvantages of Job Rotation

Inefficiencies

While starting a new job, employees must learn the basics before they can perform at their best. The rotation might result in frequent work interruptions and inefficiencies.

Misunderstandings

Another disadvantage is that someone who rotates out of a post may retain better (tacit) knowledge and relationships. This could lead to this person remaining (partially) involved in the role, causing role ambiguity. Having a peer mentoring program in place is one method to address this issue.

Unsatisfied Employees

Employees’ motivation may be harmed by rotating them out of a job they enjoy. Employees that are dissatisfied with their new jobs lack motivation and may even consider quitting the company.

Lack of Opportunity

Job rotation is frequently horizontal, which means that workers will not receive a promotion but will instead be assigned to a different function on the same level. This may appear to be a detour rather than a next step, causing people to stray from their intended career path.

Do It Right

A smart approach is to assess employee level of desire for job rotation, and frame the rotation as an opportunity to gain more diversified skills that will help them later in their career.

It is highly possible to ‘rotate the incorrect way,’ as you have already discovered. Let us go through a few best practices for making a positive influence while minimizing negative consequences.

Means to an End

Job Rotation can be used for a variety of reasons. What is important to remember is that the purpose of work rotation should be clear from the start. 

Inefficiencies, position ambiguity, and work disruptions result from haphazardly rotating employees into different jobs. Only when there is a well-defined aim or advantage to this practice of job rotation can these inadequacies be justified.

Training

Make sure the employees are trained before being rotated into a new role. Entering a job without the necessary knowledge and abilities to function well, will lower motivation and lengthen the time it takes to reach peak performance. As previously said, both peer coaching and peer mentoring can be extremely beneficial in this situation.

Monitoring and Feedback

Once someone has rotated into a role, make sure you keep an eye on them and give them plenty of feedback. Employees will become increasingly self-reliant as time passes by, requiring less oversight. 

Additionally, establish and convey explicit work success criteria. It makes it clear to the employee what is expected of them.

Although implementing a job rotation program is challenging, such programs offer great long-term benefits for employees and organizations. 

As always, any program can be successful with proper planning, and support by mentors and coaches who have paved the way in the past you can learn from.

Rotating people into various roles helps them grow, and helps the organization build a more knowledgeable workforce, and this improves retention and employee engagement.

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Why Encourage Excellence instead of Perfection

Why Encourage Excellence instead of Perfection

Why Encourage Excellence instead of Perfection

Business Innovation Brief Best Article

Are you a perfectionist? Or do you strive for excellence?

I’m afraid you’re mistaken if you assume these are the same thing. Although they are connected, they are the opposites of the same coin. They are so opposed to one another that the only way to accomplish excellence is to not want perfection. So, let’s look at the major distinctions between the two.

Perfectionism is concerned with “doing the thing right,” with how things APPEAR and with whether others think it was done correctly.

It’s all about “doing the right thing” when it comes to excellence. It focuses on the REASON for a task as well as the RESULTS required for it to be successful.

Excellence is about self-accountability. Doing your very best to be the best, because you know that is the only way to become fulfilled in life. Whereas perfectionism is tied to how you look to others, it’s also seeking to be the best, but for not for the sake of personal fulfillment, rather for the sake of having the ego stroked by others.

Perfectionism is a thief of time, sucking the life out of you like a vampire draining blood. It bullies and criticizes you, demanding impossible results because nothing you do is good enough. It forces you to try to live up to a fantasy that isn’t real. Perfection will never be attained.

“Striving for excellence motivates you; striving for perfection is demoralizing.” ~ Harriet Braiker

The pursuit of excellence keeps you focused on the important things, gives you energy, and can even act as a cheerleader. There is no harm to one’s self-esteem, as there is with perfectionism.

Perfectionism reduces your productivity, efficiency, and effectiveness, and, more importantly, it disrupts your mental and emotional well-being. Productivity, on the other hand, is ingrained into the search for excellence.

“Striving for excellence is a growth mindset that serves your desire to become the best version of yourself, without judgements.”

Know The Difference

We have high expectations when we strive for excellence. There is nothing wrong with having high standards in general. It may be beneficial. High standards can motivate us to improve, solve issues, and achieve larger output.

Perfectionism, on the other hand, is an impossible ideal to meet, with no room for mistakes and no tolerance for failures.

“Perfectionists have unrealistically high standards, that are by nature self-defeating.”

High standards may be difficult to attain, but they are realistic. They are things that, with effort, practice, and perseverance, we can fairly achieve. Pursuing perfection, on the other hand, is pointless. It is impossible to attain. It’s a form of ego attachment that does not serve the greater good of anyone at all.

Despite this, perfectionists strive for unrealistically high standards, even if it harms their health, relationships, and self-worth.

Having impossible-to-meet expectations brings stress to your life. It’s discouraging since you’ll never be able to live up to your impossible ideals. As a result, no matter how much you do, you will always feel like a failure when seeking perfection.

Setting impossibly high standards for others, such as your family and co-workers, leads to nagging, irritation, and disputes, all of which erodes your relationships and demoralizes everyone around you.

Mistakes are Not Failures

People who strive for excellence acknowledge that mistakes are unavoidable and appreciate the lessons they can take from them. They have a different mindset about life. They realize that life is a journey and taking risks is about growing. As a result, those striving for excellence are likely to take more calculated risk and achieve higher levels of growth and performance than those seeking to be perfect.

“Those striving for excellence, don’t allow their failures to define who they are, they only see lessons helping them grow and become better.”

Perfectionists, on the other hand, see mistakes as indications of their, and your incompetence or inferiority. They expect to know everything, to outperform everyone, to always know the right thing to do or say, to be flawless, and to never disappoint anyone. This is not only unachievable, but it is also a huge burden to live with.

Value The Process

When we strive for excellence or high standards, we appreciate the process as well as the final product. We appreciate that the experience, learning, enjoyment, relationships, and memories we create along the way are usually just as essential as the result.

We are better able to withstand life’s ups and downs when we appreciate the process because we understand that the outcome isn’t always a reflection of our work, abilities, or intelligence.

Failure to meet a goal, whether it’s winning a 10% increase, or arranging a picture-perfect birthday party for your child, is especially frustrating for perfectionists because they are results-driven rather than process-driven. They are more likely to focus on what they did incorrectly and see no value in executing anything imperfectly.

“In most cases perfectionist don’t take the same risks as those pursuing excellence and end up stunting their personal development.”

Perfectionist thinking can also be used to explain a win-at-all-costs mentality. In the name of winning or succeeding, many perfectionists probably end up jeopardizing their health and relationships. We can’t appreciate the learning that comes from mistakes, and we can’t enjoy the process of learning, growing, and healthy living when we have a perfectionist mindset.

Encourage Excellence

When we strive for excellence, we are satisfied with a job well done. We learn from our mistakes rather than allowing them to define us. We appreciate the process as well as the ultimate result of our efforts.

Striving for excellence helps us be adaptable, with the ability to change our standards and goals as needed. We don’t fall into the trap of all-or-nothing thinking or self-criticism. 

Excellence is about the process and it’s living life through the lens of integrity. It’s about doing things with consideration and higher purpose, and this paves the way for others to emulate striving to be their own best out of encouragement of what is possible.

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Why Create Employee Opportunities for Career Advancement

Why Create Employee Opportunities for Career Advancement

Why Create Employee Opportunities for Career Advancement

Business Innovation Brief Best Article

Leading employees to achieve personal satisfaction in their careers is the key to becoming an organization where people want to stay for the long haul.

“Employees expect leaders to care about their career growth, in order to stay engaged.”

People usually work for companies where they see growth opportunities. If you want to keep your employees for the long run, you must try to make sure they have growth opportunities every step of the way.

This is even more important right now during what is being called “The Great Resignation” economy. People have felt stuck during the pandemic. Most of what they have felt isn’t related to work, but since work makes up a good chunk of people’s time and energy, the most common way to seek to get unstuck is to change jobs.

Now more than ever, it’s important to have some strategies you can use to give your employees adequate growth opportunities to keep them engaged.

Take a Personal and Genuine Interest

As a leader you must make sure that you know what your employees want out of their careers. This depends on the kind of employees you have too. If you are a company that is managing a group of employees remotely, you must bilaterally create frequent communications channels and effectively keep conversations going.

The interactions should often also be one-on-one so that you can stay in tune with their career aspirations and expectations. If all you are doing are stand up meetings requiring everyone to give an update on what they are doing, you will fail to create an environment where people feel cared for.

Employers must stop treating people like a transaction… the mindset of “we pay you to work, what you do with your future is your business” is a failed strategy in retention and in creating a culture of co-leaders.

“The key to creating career opportunities for employees is to have a culture of co-leaders, instead of subordinates.”

Promote Learning and Training

Whether the people you have are complete trainees or are very experienced, they are always looking for growth. It is very helpful to allow them to learn more about the job they do, but it’s equally important to support their aspirations on their terms and encourage learning what they are most passionate about, so they can become masterful at their desired career skills.

This will give them the incentive to work smarter and harder to bring value to the company, but also create a sense of loyalty for giving them access to what they truly desire.

“Constant learning is the key to constant growth, something that organizations should proactively promote.”

Mentorship Programs

Establishing a formal mentorship program within your organization can help your employees as well. When they receive guidance from people who have been in their shoes and have moved on to greater things, they feel motivated and inspired to do the same.

The transfer of knowledge from people who know more about the corporate ladder to the people who know less is crucial. These mentoring sessions are not only beneficial to the junior employees. Through open interaction, senior leaders can get fresh and new insights about the industry by keeping an open mind about new perspectives.

Rotate Roles

When humans are stuck in repetitive and redundant tasks for 1/3rd of their day every single day, their efficiency decreases, and they become less and less productive. Leadership needs to ensure that the roles of employees are rotated and shuffled occasionally, so that people retain an interest in their jobs.

Efficiency increases when new tasks are given to people who have been slogging under the same burden for months. Not only does this strategy help the employees break out of the vicious circle of repetition, but it also helps the company integrate fresh perspectives and training into employees at regular intervals.

Emphasize the Big Picture

The company must paint a big picture and emphasize it in front of its employees. This is crucial for everyone because it helps to set long-term goals and aspirations for the company. The mission of the company, when highlighted frequently, becomes inscribed in the minds of every person working for the organization, no matter how small.

This can be done by offering regular insights into how a person’s day-to-day interactions and contributions augment the company’s goal. It’s key to get employees vested into the big picture as well. Don’t try to get everyone excited about an IPO and then offer zero in terms of stock ownership or equity, for example.

Succession Planning Program

There is a dire need to value high-performing and high-potential employees of your company. You must make it apparent to them that you are not only willing to invest your resources in their professional development, but you are also opening them up to positions where they can become the future leaders of the business.

That is a powerful message to send to your high-performing employees. When these women and men see themselves heralding the company’s legacy, they feel inclined to grow there and make the company part of their own career growth.

These are some of the things you can do and strategies you can implement to make your employees feel cared for, during their time at your company. 

By employing these strategies, you are investing in their future and their overall growth, which they will value, and return in kind in the form of more productivity, loyalty and longevity.

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Why Help Employees Become Self-reliant

Why Help Employees Become Self-reliant

Why Help Employees Become Self-reliant

Business Innovation Brief Best Article

Companies who want to make sure that their employees keep working with them long term, must take steps to create a positive and memorable work environment.

What people really want, besides competitive compensation, is a sense of autonomy, and belonging. They want their work to have meaning and want to feel empowered to make an impact.

A good onboarding process might be an excellent first step, but what happens in the first year of employment shapes the future of the overall relationship.

A study conducted at Aberdeen amongst 230 organizations found that around 90% of their employees decide to either stay at the company or leave it during the first year of their employment.

Let’s go over a few ways companies can help employees become self-reliant and why this will increase retention and create a better environment.

Mentorship

The real work and learning happen on the job, not during the onboarding. That is to say that when new employees are hired, the work that they will be doing in the organization is laid out to them in their onboarding briefing, but not implementable unless they see how the work takes place in real life.

Assigning a mentor from the company to each new hire makes it easy for both the company and employee to acclimate to each other. It helps new employees make their way around their duties in an unfamiliar environment.

If misunderstandings come up, a mentor can be a guide to help the new employee navigate through the culture, reducing the risk of that employee leaving because they suddenly feel like they don’t belong.

A mentor doesn’t have to be a member of the leadership team, it’s best if it’s a peer. This creates a safe space for new employees to open about their needs, and it creates opportunities for employees who sign up to mentor to practice leadership skills.

“Peer-to-peer mentorship enables people to step into leadership and creates a network of people learning self-reliance.”

Growth Opportunities

Studies show that only 15% of organizations extend their onboarding beyond six months. This number also falls as time passes. The number drops drastically to 2% for a year-long onboarding.

Conventional onboarding processes don’t last very long, but to make employees more self-sufficient and reliable, the extension of these processes is necessary.

After the initial levels of the onboarding process are complete, companies should continue to offer new employees relevant training programs to make them more efficient in their work.

However, the onus to train employees does not fall completely on the employers. Employees must be proactive in their approach towards their work and must strive to seek out new avenues for learning constantly.

Meetings, seminars, and training sessions help spread the learning of one or two to the entire team. These meetings also act as great platforms for spreading new ideas, perspectives, and insights within the organization.

If your company does not have a training team, you are likely suffering from higher churn and less engaged employees. Training can be a shared task among employees seeking to develop those skills and creates opportunities for growth.

One of the key roles of the training team, should also include helping new hires understand possible career paths, and how to get there. Most organizations spend considerable time defining policies, but not enough time charting growth opportunities for employees.

“Let career paths, become a peer-to-peer level conversation, further enhancing a self-reliant environment among employees.”

Automate Everything

This may come as a shock to some, but most people don’t like administrative tasks. Reports after reports and overly aggressive metrics, make people feel like machines and assets instead of human beings. Organizations who are very metrics and admin driven show up as distrusting, and that puts employees on guard, causing them to not engage, and leave.

The key here isn’t to eliminate metrics, rather it is to reduce the dependence of employees on the administration of trivial tasks or efficiency-related tasks.

In the age of the internet and digitalization, you as an organization must strive to make everything automated and digitalized for the convenience of employees.

This also reduces the substantive training period and time that people need to get adequately acquainted with the setup of the organization.

Automating the administration’s side of processes makes onboarding simpler for everyone involved. Implementing technology to automate mundane and repetitive tasks saves work hours and focuses human innovation on the things that require a mindful touch.

“Efficiency and productivity skyrockets by automating tasks because it allows employees to focus on things that really matter instead of useless formalities.”

Welcome Feedback

New hires are often people right out of school or right out of an environment entirely different from that of your organization. In terms of their experience, they have something newer and better to offer, which might make your organization more productive and efficient.

It is important to keep an open mind and ear to suggestions from new hires. You never know when you might encounter an idea that could either save your company a large sum of money or increase your profits in ways you never thought were possible.

The rigid mindset of “this is how we do things” is counterproductive to creating an environment where people can have an impact and give meaning to their work.

Be Unavailable

To help people become more self-reliant, hang up some “Do Not Disturb” signs around your office. This way, they don’t become co-depended on executives for constant support for every little thing.

Learn to say, “I don’t know… how do you think we should do it?” even when you know. The truth is that when people feel empowered to make an impact, they not only take ownership of the task at hand but take ownership of the fate of the company.

Let people learn to figure out independently how to solve an issue, and when they do, even if it’s contrary to how you as a leader would do it, don’t block them… let them do the work on their own terms.

“When people are asked to bring their own way of doing things to solve challenges, they become owners of the fate of the company, and active contributors to its ongoing success.”

To be effective at this, companies need to treat everyone as adults and expect everyone to act accordingly. Adults don’t need their hand held, or to be told what to do. Adults make things happen through collaboration and mutual respect.

Autonomy and ownership make better employees and a more valuable teammate.

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