Monday, December 11

Developing Family Friendly Workplace

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Developing family friendly workplace could be easy, but there are many managers struggle with this. They have goals get the job done meanwhile supporting their workers with family responsibilities. Actually, this is the manager’s responsibility to actively help the workers manage their work and family needs. Helping to find solutions in a fair and equitable for all involved, while still providing a job.

Problems with family responsibilities in the workplace is a hidden issue. Some managers, because they do not talk about it in the workplace, thought the workers do not have care needs or family. The problem is quite easy, that many people believe they have to perform at high standards, both at work and at home. This will cause many difficulties in the workplace with unprofessional attitudes. That’s why they never mention their problem to their manager. It does not mean there is no problem and does not affect the organization. Below are the actions that can be taken by managers.

Actions should be taken by managers

  • Recognizing the importance of family obligations of the workers.

  • Knowing and support human resource policy that allows for flexible working practices.

  • Welcoming the discussion of work and family issues.

  • Keep up to date on issues of workers with family responsibilities.

  • Make sure the meeting is held early in the morning or late at night to allow parents to mesh opening and closing times of the service.

  • Recognize that men and women are responsible for care.

  • Recognizing that too many hours affect all workers, not just those who have family responsibilities.

  • Encourage the workers to work with you to find a solution together with the right to work and family issues.

  • Recognizing that child care is not the only type of care that the workers perform.

  • Recognize that the workers with family responsibilities are more productive working environment with support from supervisors and colleagues.

  • Understanding families from different cultures and different family or celebrate religious holidays, but do not have the benefit of officially recognized holidays such as Christmas.

  • Manage staff leave was extended to get a copy of the relevant information. Most people avoid the task of giving the responsibility to ensure that the workers authorized to receive any information about their work, including information on vacancies, staff newsletters and invitations to social functions.

  • Provide support, warranty and return the start-up for the workers returning to work from extended leave.

  • For the workers who need to maintain contact with their families while they are working, supporting regular contacts by telephone.

  • In the workplace where the workers can not communicate for a long time, agree on the number of contacts that can be used in emergencies by family members or service providers.

  • Review of training procedures. The program until normal business hours and close to where people usually attend work? Is it possible for part-time staff to attend training or a whole day would be more appropriate to consider a half-day training?

  • Travel often cause problems for people with family responsibilities. Try to avoid housing training, even though not possible to review aid (both physical and financial) to their the workers need to ensure that they can gain maximum benefit from this system. Where the workers bear the costs of additional family care, you may want to change the fee.

Full source : Easy Tips, Easy Tips Blog


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