Most working parents look to their networks of mentors, coworkers, and professional contacts for advice on balancing the competing demands of work and home. But the off-the-cuff guidance that most new working parents in the U.S. get, even if it’s candid and well-intentioned, isn’t always helpful. Too often it’s contradictory, vague, out of date, unactionable, even downright disheartening. With so many professional fathers and mothers depending on this common wisdom, it’s no wonder workforce opt-out rates aren’t budging and so many working parents report feeling exhausted and overwhelmed. Although it’s a go-to resource, the working-parent grapevine doesn’t always provide the most useful or can-do support.Read More
Unlimited leave. Executive coaches for new mothers. Food takeout vouchers. “Flying nannies” who join their executive employers on business trips. In their efforts to do the right thing and woo talent, organizations of all kinds are reaching for headline-grabbing solutions. But what if your organization can’t offer glossy, cutting-edge benefits? What if they’re too costly, don’t work structurally, fly in the face of your corporate culture — or don’t have senior management’s support?
Not to worry: The most powerful work-life solutions are ones every organization can implement. They’re low-intervention and low-drama. Managers can spearhead many of them, even without institutional backing. And none of them cost an incremental dime.Read More