Co-authored by Dr. Thomas Kelemen<\/p>\n
As we all know, the COVID-19<\/a> pandemic shifted the employee-employer relationship. Overnight, companies had to reassess policies to let workers perform their job duties from the seclusion of their homes. In many households, however, children were under stay-at-home orders. This unprecedented dynamic created palpable tension<\/a> during the pandemic. Indeed, the internet was full of videos of parents juggling work alongside their children. <\/p>\n With the pandemic well behind us, many workers have returned to the office. But make no mistake, the trend of flexible work arrangements is here to stay, with regulations potentially on the way. However, with the transition back to the office, many managers are grappling with new expectations regarding work-family balance. Employees\u2014especially working parents\u2014are interested in arrangements that accommodate their personal lives, including their children or aging parents. As such, managers need to learn not only how to manage their own work-life balance but also how to manage situations in which their subordinates\u2019 lives and work begin to overlap. <\/p>\n For example, with ever-changing dynamics, employees may want (or need) to occasionally bring their child to work\u2014presenting a unique situation for a boss who may not be used to managing this type of situation. In fact, companies are increasingly offering daycare at work<\/a>, and overlap between one\u2019s \u201cjob\u201d and \u201cfamily\u201d is often inevitable. Not surprisingly, researchers<\/a> have long been interested in topics such as these. Thus, loosely based on our recent survey of the work-life literature<\/a>, here are some insights that managers and human resource professionals should keep in mind as they pursue a family-friendly work environment.<\/p>\n Intentional Interaction<\/p>\n Continuing with our example of letting children come to work, there are ways in which managers can create intentional interactions. Indeed, practitioners are often encouraging organizations to embrace the practice of designated days to bring children to work, such as \u201cTake Your Child to Work Day.\u201d This\u2014or other comparable days\u2014allows children to glimpse the working day of their parents. Alternatively, employees can showcase their workspace after hours or on a Saturday for a carefree \u201cparent-child\u201d date. <\/p>\n If done properly, these experiences can be highly impactful for children, as they carry these memories for the rest of their lives. For example, seeing a parent work may be the foundation of a strong work ethic or a high degree of self-efficacy<\/a> that carries with the child throughout their life. Additionally, the positive impact of this type of intentional interaction aligns with academic research: studies show that organizations that adopt family-friendly policies<\/a> have employees who are less likely to turn over<\/a>, and family friendly policies are positively correlated<\/a> with job satisfaction. Of course, there are other ways in which managers can create intentional interactions, such as back-to-school work picnics that allow people to bring their family and friends if they desire. <\/p>\n Be Flexible With Working Parents<\/p>\n Of course, managers need to be careful that life doesn\u2019t spill over every single day at work. Yet, managers can empower employees, including letting them work from home with children<\/a>. (The same logic would apply to those who have other caregiving<\/a> responsibilities, such as elderly parents.) In certain cases, this flexibility may be a win for the organization as well in the long run. Research on mothers with nursing babies<\/a> has shown that there can be positive outcomes associated with breastfeeding at work. Emergency situations (e.g., canceled school day or a sick babysitter) might similarly require accommodation from managers and could elicit feelings of gratitude<\/a> or job satisfaction from the benefactors of this workplace flexibility. During the holiday season, spring break, or summer vacation, it is especially important that employers recognize that working parents have limited options when it comes to childcare. Regardless of the circumstances, managers should be aware that research<\/a> in this space has shown a gender<\/a> division: among entrepreneurs in Uganda, 37% of women brought small children to work compared to 0% of men.<\/p>\n Unfortunately, working parents are all-too-often discriminated against. It is a relief when people are given the benefit of the doubt, as demonstrated by a viral TikTok video<\/a> of a mother who took her child to a job interview and still landed the gig. When interruptions occur, overreacting or “freezing in the moment” can often make things worse. If a child interrupts a Zoom call, mute yourself, respectfully help the child, and then promptly return to the meeting. Academic evidence suggests that this type of reaction could lead employees to be seen as more authentic, trustworthy, and human<\/a>. If an employee is struggling to find a long-term solution, be a family-friendly boss and consider making a unique arrangement<\/a> that considers job duties and the family member in question.<\/p>\n Be Professional<\/p>\n With all of this in mind, work is, well, work. Managers need to clearly communicate the expectations of a particular job and make sure that employees understand boundaries<\/a>. Workers need to be able to get into the flow, present to clients, and have critical team meetings. Indeed, many work environments continue to place a strong emphasis on professionalism. Letting family spill over to work constantly can also undermine the ability to accomplish deep work. Further, the worksite can be dangerous, such as construction sites. As we write in the paper<\/a>, \u201cmanagers can be more successful in handling these situations as they\u2026keep children safe.\u201d Thus, it is important that managers do not comprise the integrity of the workplace, which may require situations in which reasonable boundaries on professionalism need to be put in place. <\/p>\n In conclusion, as the CEO of Palo Alto<\/a> Software notes, it can be nearly impossible to separate work and life; these two domains can either conflict<\/a> or enrich<\/a> one another. Although new trends have caused us to question the work-family relationship, the need to reconcile work and family has a long history<\/a>. When it comes to family and work, we encourage managers and HR professionals to integrate these three principles as a way of being a family-friendly employer: intentional interaction, flexibility, and professionalism.<\/p>\n Dr. Thomas Kelemen is an associate professor at Texas Tech University.<\/p>\n","protected":false},"excerpt":{"rendered":"Co-authored by Dr. Thomas Kelemen As we all know, the COVID-19 pandemic shifted the employee-employer relationship. 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