In August 2018, Flexjobs, a major job search site, surveyed 1,100 parents with children 18 and younger living at home. What they found is that working parents seems to be willing to consider work-life balance (which they ranked at 84 percent) ahead of salary (which they ranked at 75 percent) when choosing a job. This is a group that increasingly sees both spouses required to work, as the participation rate in the workforce for all women with children under age 18 was 71 percent in 2017.
Given this fact, and the reality of low unemployment, offering flexible scheduling is something employers may need to consider. What are you doing to create flexibility at work while still getting the job done?
Here are some suggestions:
- Consider which jobs employees can effectively do from home, and which allow a flexible schedule. Not certain what is going to work? Experiment after setting up a clear process so that everyone understands it is a trial and what business goals need to be met to determine if the trial is successful or is not.
- Determine if any of the jobs you have can be filled by part-time or “gig” workers. Due to the current state of the law, gig workers are most often properly classified as employees, so looking at what benefits are required, and what benefits you want to offer to stay competitive, is important.
- If you implement flexible schedules or allow employees to work from home, create clear expectations. If employees are allowed to report to work between 7:00 am and 9:00 am, do you need them to pick a time they will be there, or does it matter, so long as these employees work 8 hours and show up by 9:00 am? Either way may be acceptable, and the more clear you are, the more likely you are to maintain a workforce that abides by your expectations.