Any time the subject of working mothers comes up, there’s a subtle yet unmistakable undertone of what might be called “accommodation.” It’s as if a woman’s “real” job is to be home with the children; as if she’s being “allowed” to work…as a gift. It’s time to upend that mentality once and for all.
The art of being responsive requires actively and continually evaluating existing benefits to make sure they continue to meet employees’ needs.
Before we write today’s youngest employees off for their shortcomings, let’s consider what we should be learning from our Millennial colleagues.
People can always find excuses not to work. The real question is…what makes them want to?
Child care responsibilities arrive with the fanfare of a new baby, while elder care generally simmers below the surface. Yet the impacts are staggering. Productivity losses are estimated in the billions when employees take off time to care for aging parents.
Values are the key to fulfillment. When employees’ careers are in line with them, they feel resonance, more balanced, and grounded. And fulfilled employees make business sense because resonance brings energy which brings productivity.
Employee vacation is a high-ROI benefit. But too often it’s treated by organizations as a gift rather than a strategy. And doing so negates its value. Organizations need to fix that.
As leaders, we need to embrace multiple cultures within our organization, all while still retaining and championing a solid core. But if the friend of productivity is culture, yet the enemy of diversity is homogeny, what exactly is the answer? In a word (or two): values statements.
Not long ago, my daughter needed a really important medical procedure. Long before it could even start, we needed hours of prep from a team of experts.
Great medical care comes from innovation, not all of it from the lab. In fact, a new report shows an important link between patient outcomes and what’s happening in HR.