Post by account_disabled on Feb 28, 2024 16:06:51 GMT 10
The pandemic has been stressful for almost everyone, but mothers and fathers who work, and at the same time are responsible for caring for a family within the same home, have had it particularly difficult. This group is among the record number of employees leaving their jobs or considering leaving. How do organizations address Workplace Flexibility for Parenting?
Since the beginning of the pandemic, families have taken on the impossible task of juggling child care; in addition to home and work responsibilities.
Still, working at home has reduced time-consuming Changsha Mobile Number List commutes and costly child care. And as vaccination rates rise and employers begin to discuss returning to the office, working moms and dads have a different answer: not so fast.
Work flexibility for parenting
Recently, in 2021, a survey carried out by FlexJobs revealed that 62% of families would leave their jobs if they could not continue home office. While 61% of staff with families said they want to continue working from home full time, versus 37% prefer a hybrid model.
They are even willing to sacrifice some benefits for the opportunity to remain virtual, at least part-time. 23% of these groups indicate that they are willing to give up vacations to stay home. Nearly 19% of respondents even said they would be willing to take a pay cut.
The Great Resignation… for work flexibility for parenting
In recent days, the problem of retaining workforce in the US has been addressed. The numbers of voluntary resignations are surpassing their historical record. From low-paid frontline employees to the most prosperous workers and executives, this tsunami of turnover is affecting the entire workforce.
Between February and April 2020, the number of unemployed rose from 5,717,000 to 23,109,000, from where a gradual decline began as governments, companies and workers found a way to adapt and keep the economy going. .
Despite the fact that massive resignations respond to multiple factors. Many working fathers and mothers have joined this exodus; The families are exhausted and are not willing to continue like this. Sure they want to work, but they are reevaluating a work-life balance.
According to data from the consulting firm Mckinsey, this trend will continue.
Work flexibility for parenting
Mckinsey
Likewise, the McKinsey survey revealed that of 20 possible reasons why they would leave their job; Mothers and fathers indicated caring for the family as one of the top five reasons. The research also provided data on a growing trend of a remote work model that would favor families.
How to avoid the loss of talent in companies?
Companies are aware of the changes they are experiencing around them. Collaborators with families generally belong to a medium-senior sector; They perform key management and individual contribution roles.
If companies do not want to lose a large part of their workforce, they will have to offer social support to families with daughters or sons. In fact, some companies have opted for salary increases and additional paid time off. But in a situation like the current one, will this be enough?
3 proposals for work flexibility for parenting
1. Embrace radical flexibility
What if an employee needs every Tuesday afternoon to care for a child or another family member? Companies can create radically flexible roles, allowing all employees to reduce workweeks by 60% or move to a less demanding role for a time, with the understanding that they can move back up when they are ready.
Since the beginning of the pandemic, families have taken on the impossible task of juggling child care; in addition to home and work responsibilities.
Still, working at home has reduced time-consuming Changsha Mobile Number List commutes and costly child care. And as vaccination rates rise and employers begin to discuss returning to the office, working moms and dads have a different answer: not so fast.
Work flexibility for parenting
Recently, in 2021, a survey carried out by FlexJobs revealed that 62% of families would leave their jobs if they could not continue home office. While 61% of staff with families said they want to continue working from home full time, versus 37% prefer a hybrid model.
They are even willing to sacrifice some benefits for the opportunity to remain virtual, at least part-time. 23% of these groups indicate that they are willing to give up vacations to stay home. Nearly 19% of respondents even said they would be willing to take a pay cut.
The Great Resignation… for work flexibility for parenting
In recent days, the problem of retaining workforce in the US has been addressed. The numbers of voluntary resignations are surpassing their historical record. From low-paid frontline employees to the most prosperous workers and executives, this tsunami of turnover is affecting the entire workforce.
Between February and April 2020, the number of unemployed rose from 5,717,000 to 23,109,000, from where a gradual decline began as governments, companies and workers found a way to adapt and keep the economy going. .
Despite the fact that massive resignations respond to multiple factors. Many working fathers and mothers have joined this exodus; The families are exhausted and are not willing to continue like this. Sure they want to work, but they are reevaluating a work-life balance.
According to data from the consulting firm Mckinsey, this trend will continue.
Work flexibility for parenting
Mckinsey
Likewise, the McKinsey survey revealed that of 20 possible reasons why they would leave their job; Mothers and fathers indicated caring for the family as one of the top five reasons. The research also provided data on a growing trend of a remote work model that would favor families.
How to avoid the loss of talent in companies?
Companies are aware of the changes they are experiencing around them. Collaborators with families generally belong to a medium-senior sector; They perform key management and individual contribution roles.
If companies do not want to lose a large part of their workforce, they will have to offer social support to families with daughters or sons. In fact, some companies have opted for salary increases and additional paid time off. But in a situation like the current one, will this be enough?
3 proposals for work flexibility for parenting
1. Embrace radical flexibility
What if an employee needs every Tuesday afternoon to care for a child or another family member? Companies can create radically flexible roles, allowing all employees to reduce workweeks by 60% or move to a less demanding role for a time, with the understanding that they can move back up when they are ready.