Embracing Flexibility: Modern Strategies for Supporting Employees Through Life Transitions

The littles began their new preschool this week. It has been, it is and will continue to be an adjustment. As many of you know, we recently relocated. So we are in a new home and they are in a new preschool. ?? This means that my mornings are spent coercing my children into the center into their respective classrooms. I spend about 5-10 minutes trying to plan my escape. This also means that getting the littles to bed is a challenge. Kids need to feel safe and it's hard to feel safe in a new home. Despite having their own bedrooms and tons of toys, they like to fall asleep in my bed. It's pretty funny seeing their faces when they wake up in their own beds. They're very confused. But hey, we are making progress. Oh, and did I mention potty training for the 3-year-old? ??

The average employer might suggest I take a few days off to "deal" with the change. However, our goal here is to evolve our thought patterns and genuinely consider the impact on our team's output when handling such transitions or similar ones.

Picture this: I use my 30-minute window between a packed schedule of (unnecessary) meetings to tour the preschool. I managed to compile all my questions and send them to the preschool ahead of time, making them aware of my time constraints while Barbara wasted the first 20 minutes of a mandatory meeting discussing her son's transition to college (Thank you - Barbara :-). I rush around the corner to make the tour on time and decide to enroll. I complete the paperwork before bed and send it over. Today is Thursday, and I tell the preschool director that the little ones can start on Monday. I pay the registration fees and tuition, hop on Amazon to order their new lunch bags, Bentgo boxes, changes of clothes, new blankets, etc. Monday arrives, I drop them off at their classrooms, and they cling to me, crying because they haven't processed the transition yet. I jump into my first meeting promptly—no coffee, no exercise—and with my camera on, I'm completely zoned out, contributing nothing to the conversation. Is this what we want for our people?

What can you offer to your people other than:

1. Awe, that's so cute.
2. Oh, that's tough.
3. Boy, you have your hands full.

Because, let's be honest, do any of those statements genuinely sound supportive? No, they sound more like, "Better you than me."

You and I both know that the days of marking every meeting as mandatory are over. We also recognize that Gen Z is pushing back against back-to-back hour-long meetings all day, along with the unspoken expectation that employees will work around the clock to meet deliverables. They are prioritizing work-life balance, flexibility, and mental well-being, advocating for more efficient and meaningful meetings, and clearer boundaries between work and personal life.

Here are some ways you can support your team:

• (Temporary) Flexible Schedule: Allow the team member to set their own hours for a period of time to accommodate personal needs. Some employers allow this from the beginning.
• Meeting-Free Days: Designate certain days of the week as meeting-free to provide uninterrupted time for personal and professional tasks.
• Task Swaps: Facilitate temporary task swaps among team members so that the transitioning employee can focus on less intensive work.
• Extended Remote Work: Offer the option to work remotely for an extended period, even if the team usually operates in a hybrid or in-office mode.
• Buddy System: Pair the transitioning team member with a buddy who can assist with tasks and act as a point of contact for any urgent issues.
• Wellness Days: Provide additional wellness days or mental health days specifically for those undergoing significant transitions.
• Customized Work Plan: Develop a customized work plan that outlines reduced deliverables and adjusted expectations during the transition period.
• Automated Email Responses: Set up automated email responses for the transitioning team member, indicating that their responses may be delayed due to personal transitions.

It's crucial to discuss any transition support measures during 1:1s and document them in performance notes. This ensures that both the employee and manager are on the same page about the accommodations and expectations. By keeping a written record, we can reference these discussions during performance management reviews, ensuring employees aren't unfairly judged due to temporary changes in their workload or productivity.

Documenting these accommodations helps create a supportive and transparent work culture. It shows employees that their well-being is a priority and that they won't be penalized for managing personal life events. This approach not only builds trust but also encourages openness, leading to higher talent retention and success. If your organization would like to enhance its wellness offerings or seek ways to support your employees during important life events and transitions, reach out to Pivevo at [email protected] .