What do you do if your airport employees with families need support for work-life balance?

Helping to raise 3 children in my household while tending to my career, always presented challenges of what comes first, my job or my family. My ability to balance both was critical to my success. Instead of making demands on my employer, I developed a work-life balance strategy with my boss, spouse and caregivers. It allowed me to take time off, when necessary, without seriously impacting the work schedule. My subordinates appreciated me being around most of the time (in the trenches) with them. They created similar work-life arrangements with me to avoid harming the work schedule. Employers can deploy work schedule optimization, flexible schedules, offset work weeks, work from home, when appropriate to assist and support employees.

Having to withdraw from flight operations to support my newborn daughter due to her mother's absence left me little choice. Despite my willingness to discuss alternative arrangements with management, I was not afforded the opportunity. This compelled me to establish my own company. However, given the chance as an employer in the airport, I would strive to retain valuable employees by exploring alternative solutions, as they are hard to come by in today's market. We have options like pay cuts, work from home, conditional leave without pay, etc.

1) Offer flexible work schedule or telecommuting option to help employees balance their work and family responsibilities effectively. 2) Provide access to counselling services or family friends policies such as childcare assistances to support the well being of airport employees and their families.

1.Banking hours concept 2.Happy hours concept might work in that case. Some times long weekend could also fresh up individual.

Well depending on your role and assignments, flexible working hours could be a good option. However, airport work is rather a demanding job and one must be prepared mentally and emotionally before looking for one. Embracing cutting edge technology is another option. Investing in AI can greatly minimise the need for physical presence at workplace. Creating a family hour or family corner at the Airport where staff members can connect with their families either remotely or physically can equally be worthwhile.

Spending time in the office is important, but it’s equally important to work in an environment that allows you to concentrate, develop better ideas without interruptions. Being able to work from home allows you pace yourself for deadlines that are due. In my opinion, better work flow, and at times employees work more and spend more time in doing work items because they see the progress. I’ve seen a lot of companies remove the office work, and allow remote work, to save in office lease space, and bigger overhead cost that are associated with being in office.

Work-life balance is really important for everyone. But despite of other businesses, for airport activities it's really difficult to establish a remote working. Because almost all operations have to been done directly on-site. So this possibility is just only for some administrative personal, such as managers, bookkeepers, logisticians and some other. Nevertheless, for airport manager it's possible to use other ways to set a work-life balance for employees such as flexible schedule, child and health support, organisation corporation family holidays and team activities, etc.

It should be an option. That takes pressure from the employees. However duty hours in the office are required for better teamwork and integration into the department and to interact with other departments!

Remote work can only accommodate certain number/specific employees of which comes accross as unfair to those who cannot do so.

It can be accepted with some limitations based on the nature of work and requirements some jobs can’t be handle remotely so, some arrangement should be performed to serve the intention of helping all.

Size of Airports ! There is plenty of room for child care facilities ? Just management don't want the hassle ? easier just to leave it to the employee and wash there hands of it

Offer wellness programs focusing on physical health, mental well-being, and stress management. Employee Assistance Programs (EAPs) is really helpful, Provide access to counseling, therapy, and resources for personal and work-related challenges. Finding out from employees as to what is it that that they need is helpful as well.

Alongside mental health services, Employee Assistance Programs (EAPs) can offer a range of resources tailored to various cultural contexts. For instance, parenting workshops could incorporate universal principles while respecting cultural nuances, financial counseling can address the unique economic challenges faced by different communities worldwide, flexible work arrangements can accommodate diverse cultural and familial obligations, childcare assistance can be designed to suit the prevalent childcare practices in different regions, elder care support can acknowledge the importance of intergenerational relationships in various cultures, and wellness programs can promote holistic well-being drawing from global traditions.

Certain employer's want make sure your fit enough to get through the door at finishing time ? if you can't make it day after ? you might as well look for another job

Health support is one of the best options, employees knowing that they are backed up by their employer gives them a sense of peace.

As long as family member is not going die before finish time XYZ won't see a problem ? no need for time off so you can sit about aat home when you could be at work pushing wheel chairs

An example i've seen is to encourage and ensure employees take their allocated leave, including vacation days, sick leave when necessary, and family responsibility leave days. However you need to ensure leave policy is well understood, transparent, fair, and supportive, such as clear guidelines on time-off requests.

One could have situations which would need more work life balance. Flexible timings, not giving night shifts could help. For young mothers creche facilities and support for the new born would be a great initiative

Leaders should be aware of any employees individual career plan. Short term and longterm. This should be part of the annual feedback session with every member of the team.

If your face doesn't fit ? you won't get anywhere ? or if you take the mickey out of the new general manager ? that won't help either They would sooner see you leave than give you a premotion

Career growth is one of the best options because they come into work knowing that they do have a career ahead of them and do not feel stuck where they are.

Providing guidance and allowances with specific and clear examples of how the organization encourages and celebrates focus on families. Also, train managers to show and communicate that behavior from management and respect personal life, vacation and family time. Work - family reconciliation is about building culture and respect to social values. It is also an important pillar for equity and inclusion, as it should be embraced by all, not just assumed and expected for women only.

Flexibility is key, if you want that extra mile when times are tough, you need to give a little (or a lot) when times are quiet. Let shifts leave an hour early if they are done, you will want / need that hour back at some point. It cant be take take take.

We are dealing with 4 categories of generations, all have different needs. From the Baby Boomers (born 1946), Gen X (born 1965), Millennials (born 1981), Gen Z (born 2001). Know what matters to each generation. If you have 60% of Gen Z, and your workplace is more designed for the Baby Boomers, there is a disconnect! Does your company have shift trades? Is there flexibility that can be made in the current schedule, but not impact the business operation? Can another position be created that will benefit the company and the employee(s)? When I hear the statement, ‘That is the way we have always done it’, I cringe! Sr leaders need to know that what got them here, will NOT get them there. The only thing consistent is change.

Offer a time account. Employees can collect time (from extra time worked) to use it for additional time off. That increases willingness for overtime and flexibility!

Manager can provide following alternatives to support it's employees on a personal & professional level : 1. Manager can offer 3 hours break or break-shift to it's female employee so she can feed her newborn babies during this break & return to her allocation in time without hampering the operations. 2. Compensatory off along with paid leaves should be offered in a manner that it doesn't affect operations & employees personal performance & appraisal. 3. A child care & Health support should be extended by a manager according to company policies to a certain extent but, on a personal level manager can support his employee by using his influence & connections to a seamless & hassle free Insurance claims of his employees.?