Working parents in the best place Working companies have a good manager who cares about them!
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
??Working parents were more likely to thrive when generous benefits and leave policies were matched with another key ingredient: having a great manager.
?? Offering remote/hybrid work is no longer a criterion for becoming a great place to work in 2023, as almost all companies offer this benefit.
?? When managers keep their word, employees are more likely to thrive. When managers deliver on promises, there is a statistically significant increase in workplace agility and overall well-being for parents.
Having a good manager also increases the likelihood working parents will give extra effort on their work as well as the likelihood they believe their work is meaningful.
Having a great manager increased the likelihood for working parents to thrive at work, according to a new interesting research published by Great Place To Work US using data ?? from more than 612,000 employees with parenting duties.
?Paternity and maternity leave are a one of top benefits
Researchers discovered that for the top 100, companies average 78 paid days of maternity leave and 60 paid days of paternity leave. At the bottom 100 companies, employers offered half that average: 40 days paid for moms and 30 days paid for dads.
?? Researchers found that on average, 100% of the leave taken by mothers in the top 100 companies is paid, while only about 88% of the leave taken by mothers in the bottom 100 companies is paid.
?Offering Remote/Hybrid work is no longer a criteria
?? Interestingly, researchers discovered that remote work perks didn’t help companies stand out from the pack, with almost all companies in both the top 100 (98%) and bottom 100 (97%) offering some form of remote or hybrid work.
??The top 3 advantages of Top 100 great workplaces companies are:
1?? Paid Leave (Maternity or Paternity)
2?? More offer flextime options
3?? Offer childcare subsidies
?Management is essential to employee development
Researchers found that having a great manager increased the likelihood for working parents to thrive at work and 87% of parents say management genuinely seeks and responds to suggestions and ideas, compared to just 58% of parents at a typical U.S. company.
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?? Finally researchers give some tips taken from winning workplaces:
?? Don’t ignore the importance of weekly one-on-one meetings.
Researchers asked this great question: If managers don’t have regular check-ins with their direct reports, how can they develop the relationships needed to effectively manage them?
??Extend support to the whole family unit.
Working parents are inevitably affected by social, global, and personal events that happen outside of work. These events, from personal tragedy to collective trauma, must be understood and resourced by organizations.
??Hold managers accountable for how they support parents.
Researchers believed that if your company values a set of behaviors, there should be measurement systems in place to ensure those behaviors are being exhibited across the organization.
??Conduct employee surveys and examine the results for each manager and their cohort of direct reports. Look for experience gaps across different demographic groups, such as ethnic background, gender, or job level.
?? ???? ???????????????? ????????: This wonderful research demonstrates that managers have consistently been shown to have a big impact on the employee experience and on employees’ life outside of work and the conclusion and tips of researchers are also very insightful.
Thank you ?? Great Place To Work US researchers team for these insightful findings: Michael C. Bush
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Lead forward with AI and live better Performance Director @ Philips | Leveraging EQ, Lean, Design Thinking & Gen AI | I help businesses and career driven individuals use insights and AI to improve.
11 个月Music to my ears Nicolas! Gallup shows that 70% of a team's engagement depends on the manager. So, a significant part of improving employee experience should focus on helping managers lead better. Personally, I was lucky to have excellent managers namely Hans Willems and Frank Dingen while working at a people-focused company when becoming a parent. That truly makes all the difference for navigating that new reality and being at your best both at work and at home.
Industry Veteran | Exploring Future of Work | Great Manager’s Coach & Mentor
11 个月Excellent research share Nicolas BEHBAHANI. ?? Yes, we need to build GPTW for all: My suggestions on the ? A- Accountability & Agility: Define accountability for all employees & focus on training managers to be agile in supporting their teams, especially working parents. B - Belonging: Foster an inclusive culture that celebrates diversity & ensures every employee feels a sense of belonging. C - Care by Managers: Train managers to genuinely care for their team members, offering support, guidance, & empathy. D - - Diversity, Equity & Inclusion: Commit to fostering DE&I at all levels, creating equal opportunities for everyone. E - Engagement, Environment (Work) & Experience: Prioritize employee engagement, work environment & a positive employee experience. F - Family: Consider employees as part of the extended family, supporting their work-life integration & well-being. G - Growth will be yours. ??
CHRO ? Top Voice ? Transformative Leadership ? Guiding Organizations Through Change ? Building Organizational & Leadership Capability ? ex JPM/Headstrong/Reliance/Randstad
11 个月Great research and you are right that this research corroborates what we have always known that good managers always make a great difference in talent engagement and performance. I like that there is research on managers being sensitive to needs of parents. I am however sceptical of any HR policy or practice which targets a certain demographic - say parents in this case, without looking at it from the inclusivity lens. I would postulate that these findings hold true for all in caregiving situations. Drawing a line is difficult though. I have had millenials argue on how their pet parenting responsibilities are as critical as parenting. no judgement here. As a person from the sandwhich generation, I would not have been able to work if I did not have the flexibility to manage my hours at work. This comes from a place of trust, communication and the system having the rules and positive practices to guide managers. Being a manager is not easy but it does not have to be daunting also if the right supporting environment is in place.
Lead consultant in HR Strategy & Value Management. Enhancing Value through Human Performance. Delivery of Equality, Diversity & Inclusion Training. Lecturer and International Speaker on HRM and Value Management.
11 个月In the UK, Maternity & Paternity Leave is covered by Legislation that ensures that this is in place for parents. However, how, as an employer, do you balance flexitime offers and childcare subsidies to parents - what about employees who are not parents? If they are not being offered something in place of these, is this likely to be seen as discrimination (both by single employees and the Employment Tribunal (should a case of discrimination be presented to them)). I'm sorry, but I don't think that the outcome of this research has been 'thought through'. In my view managers should be held accountable for the support given to all employees. However, once you start offering greater support to one faction of the workforce and not another, people tend to feel under-valued and disengage from both their work and the organisation. This to me is an eye-opener Nicolas BEHBAHANI - one that I was not expecting.
Speaker, Author, Professor, Thought Partner on Human Capability (talent, leadership, organization, HR)
11 个月Nicolas BEHBAHANI Again, you have a knack of sourcing fascinating and relevant research. The role of immediate manager is confirmed as essential to employee well being in all work settings (remote or in person). The specific behaviors for improved managerial behavior are noteworthy, learnable, and doable. As I read these "red bars", I hear myself saying "yes, yes, yes" and hope that these actions can be shared with all managers who want to create a great place to work. I am also pleased with the focus on parenting (single or 2 parents) and how great managers are sensitive to off-work activities. Work experience is a part of a whole-life well being. Thanks again for sharing. We just completed some fascinating research on front line managers, their importance and how to be effective and this work reinforces our findings Erin Wilson Burns