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6 steps to shedding the stigma of paternity leave

Employers can retain high quality employees and boost productivity with a modernized family leave program.

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duschene on paternity leave

duschene on paternity leave

Paternity leave at your company

Paternity leave is not a new concept, but one that is just now gaining traction in recognition of the importance of fatherhood and the role a father plays in a child’s life. The only problem is that many companies, particularly small businesses, continue to offer maternity leave with no offer of paternity leave for the male counterpart.

Some business leaders don’t consider paternity leave to be important, and others simply don’t want to pay for it (and truthfully, many cannot afford it). There are a growing number that do, however, offer paternity leave and it is actually a positive business decision, not just for ethical reasons, but to the bottom line.

Chris Duchesne, VP of Care.com’s Employer Program, Global Workplace Solutions, says that “Study after study has shown that companies that adopt paternity leave policies have higher employee engagement and retention, higher employee productivity, and lower rates of absenteeism.”

“Dual working families make up 70 percent of the labor force in the U.S. today,” Duchesne added, “and this new generation of workers (both men and women) have different expectations of fathers. This includes taking paternity leave and sharing childcare responsibilities.”

Duchesne is a father of three small children, and a well known HR veteran who oversees the Global Workplace Solutions program that provides customized, cost-effective programs that make Care.com’s suite of services available to institutional and corporate clients, their employees and families. Clients include Yahoo!, Clif Bar & Company, Facebook, Honest Tea, iRobot, Jamba Juice, Northwestern University, eBay and LinkedIn.

Changing expectations in the workplace

As Duchesne notes, the workplace and workforce are evolving, and as our culture softens their views on gender roles, fatherhood is finally being acknowledged as critical.

So how do employers help shed the stigma when implementing modern family leave policies? Duchesne shares six important steps in his own words below:

1. Create a Culture of Permission

Employees should not fear peer or career retribution for taking paternity leave. Some companies offer great programs but don’t support them with a company culture that actually encourages employees to take the time off. If senior management doesn’t set an example by partaking in benefits programs, there is a perceived standard set that while the benefit is available, it’s not really acceptable for employees to utilize it.

If management and HR want to encourage employees to take advantage of work-life policies and benefits, like paternity leave, they must first make sure they are sending out an unambiguous, positive message to that effect. Employees recognize when what the organization says and what the organization does is different. They react to those cues of what’s really encouraged and what’s really accepted.

iRobot, a Care.com Workplace Solutions client, practices what they preach. Their senior leadership team makes it a point to adhere to Summer Fridays (a practice from Memorial Day to Labor Day where their office closes at noon on Fridays) so that the employees feel comfortable taking the time off too.

2. Know Your Employees

Stay in touch with your employees and know what life phase they are in. This will help determine what type of paternity leave program is appropriate for your organization. It’s also a good idea to survey employees on their interest in paternity leave to find out what type of a program would be beneficial to them.

For example, millennials (who will make up 36 percent of the workforce in 2014) place great value on companies that acknowledge the whole employee, not just the worker. When these employees feel valued and supported, they are more likely to accept a new job, stay with a current job, report increased job satisfaction and miss less work once their leave is over.

3. Foster Flexibility

A cookie cutter paternity leave plan is not likely to work for all employees. Leading companies are flexible on when fathers can use their leave – it doesn’t have to be all at once and doesn’t have to be right when the child is born. Ernst & Young offers two weeks and extends the benefit to up to six weeks for fathers that are the primary caregiver. That flexibility allows families to use the leave in the way that’s most valuable and meaningful to them.

4. Know Your Industry

Paternity leave practices can vary greatly by industry. For example, companies in the tech industry, like Yahoo, are known for being on the forefront when it comes to offering generous family leave programs. In order to attract and retain top talent, it’s important to know what your competitors are offering.

5. Implement a Buddy Program

When employees take paternity leave, implement a buddy program where one of their co-workers will keep them updated on developments with the company and with clients while they are out. This will make the employee’s transition back into the workplace much smoother.

6. Take it a Step Further

Allowing employees time off at the birth or adoption of a new baby is something all employers should be doing. Leading companies are taking it a step further and offering paid time off, as many parents simply can’t take leave because they can’t afford to go weeks without pay. Some companies, like Yahoo, are going even further and offering an additional stipend to new parents to offset expenses on top of paid time off. Perhaps your company’s budget will not allow for that, so get creative and figure out a way to make your family leave programs actually work for your employees.

The takeaway

Times are changing, and with Duchesne’s advice outlined above, any sized company can modernize family leave policies and do a better job of retaining devoted, productive employees.

The American Genius is news, insights, tools, and inspiration for business owners and professionals. AG condenses information on technology, business, social media, startups, economics and more, so you don’t have to.

Business Entrepreneur

Here’s why you shouldn’t start a startup

(BUSINESS ENTREPRENEUR) Building your own startup and being your own boss sounds tempting, but be sure you make these considerations before starting out.

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Man at a whiteboard outlining his startup plan.

2020, a year for our generation that will most likely be marked in infamy for decades to come. At least I hope that this is the bottom of the barrel, because if there’s even further to go… Those fallout shelters are starting to look homey.

A lot of people, myself included, are looking for different options for new careers. Maybe it’s time to place some faith in those back-burner dreams that no one ever really thought would come to fruition. But there are some things about starting up a new business that we should all really keep in mind.

While you can find any number of lists to help you to get things going, here’s a short list that makes beginning a new business venture a monumental effort:

  • You need to have a unique idea with an impeccable execution. Ideas are a dime a dozen. But even the goods ones need the right business-minded person behind it to get things going for them.
  • Time, time, and more time. To get a startup to a point where it is sustainable and giving you back something that is worthwhile, takes years. Each of those years will take many decisions that you can only hope will pan out. There is no quick cash except for a lottery and you have to be extra lucky for those to get you anything. This whole idea will take years of your life away and it may end in failure no matter what you do.
  • You have to have the stamina. Most data will show you that startups fail 90% of the time. The majority of those are because people gave up on the idea. You have to push and keep pushing or you’ll never get there yourself. Losing determination is the death of any business venture.
  • Risk is a lifestyle. To get anywhere in life you have to risk something. Starting a business is all about risking your time and maybe your money to get a new life set up. If you can’t take risks for the future then you can’t move up in the business world.
  • Bad timing and/or a bad market. If you don’t have a sense for the market around you, which takes time and experience (or a lot of luck), you won’t make it. A keen business sense is absolutely necessary for you to succeed in a startup. Take some time and truly analyze yourself and your idea before trying something.
  • Adaptability is also a necessity. The business world can be changed at the drop of a hat, with absolutely no warning. Rolling with the punches is something you have to do or every little change is going to emotionally take a toll on you.
  • Lastly, not all of this depends upon your actions. If you start something that relies on investors, you’re likely going to get told “no” so many times that you’ll feel like it’s on repeat. Not everything is dependent upon your beliefs and whims. You need to be able to adjust to this and get people to see things from your point of view as well. But ultimately, it’s not all about you, it’s also about them.

These are just a few ways that starting a startup could stress you out. So, while the future could be bright, stay cautious and think twice before making any life changing decisions.

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Business Entrepreneur

Restaurants: Going digital is simple with these tools

(BUSINESS ENTREPRENEUR) In 2020, restaurants going digital is critical. Luckily, it’s also easy, safe, and may even save you money.

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Restaurants prepares delivery or to-go food for safety

So, you own or manage a restaurant and you have yet to “digitize” your menu for COVID-era safe ordering? No problem! Transitioning your menu and service to the virtual realm has never been easier. There are a ton of options for restaurants to choose from to keep your customers feeling at-ease, your front-of-house staff happy, and the whole service experience streamlined for all parties involved.

A free app with over 500 restaurant partners and 5k+ active users, AAHI is a user-friendly platform that uses QR codes to share menus and NFC for contactless payments. AAHI boasts a 25% order increase for participating restaurants and who can say no to that, especially during these tough times. Additionally, you’ll be cutting down on operational costs by around 30% (better tech equals less need for servers!), and your laid-off staff will be able to collect unemployment if they need to.

Another free (up to 200 views a month) app with an emphasis on curbside pick-up is Orderlina. Customers scan a QR code, which takes them to the same menu they would see if they were going to eat in, making it an integrated experience. A bonus is that the app links your menu to your social channels. I always say, free marketing is never a bad thing! Plus, you’ll be more likely to gain followers and receive micro-content from satisfied customers. Win-win!

Especially with winter right around the corner and outdoor seating becoming an increasingly limited option (especially depending on where you live), everyone in the industry is eventually going to have to make the shift to digital – the question is when. Physical menus have become a thing of the past. Not only are they potential vessels for spreading COVID-19, but if you are using disposable paper ones, you’re undoubtedly creating unneeded waste. Same goes for the exchange of cash, or card payments that require contact. Good riddance!

The common goal across the entire industry right now is to stay open and bring in capital in whatever capacity possible, while also maintaining a healthy staff and a pleasurable, safe experience for patrons. That’s going to require some adjustment and creativity compared to service pre-COVID. By converting to digital, you are putting your best foot forward into the uncertain future for the restaurant industry.

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Business Entrepreneur

Scientifically check your risk for burnout with this free quiz

(BUSINESS ENTREPRENEUR) This new tool lets you take a free self-assessed, science-based burnout test to give you an idea of how much self-care you need.

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Woman with face on table suffering burnout in front of computer.

Concerns of keeping self-care and mental health in a positive spot – specifically in relation to burnout – have been a hot topic of discussion. While COVID-19 has exacerbated these concerns and stress levels, the issue of burnout has been around for quite some time.

Work burnout is often discussed within terms of work-life balance. Simple ways to avoid that crash are enforcing a hard stop on reading or responding to emails at a certain time of evening, or to continuously clean your workspace. Easier said than done, but it is critical.

But sometimes you have to look at the nitty gritty. Sometimes you have to ask difficult questions about your job and your personality in order to understand how burnout is impacting you. This can now be done with Global IT Burnout Index, a free, science-based assessment to tackle your stressors before it’s too late.

This is geared towards people working in tech (as the website reads, “burnout in tech is high and real”), but is useful for any industry.

To begin, you simply start the quiz and answer a few questions about yourself and your job (e.g. “I find it difficult to relax after a day of work” and then you answer based on how strongly you agree or disagree).

There are 10 total questions, and no personal information is asked (no name or email). It is open data, meaning it will help people on the other side better understand burnout; but, it’s totally anonymous.

The quiz takes no longer than 2 minutes. At the end, it will give you a number out of 6 measuring your burnout rate. The higher the number, the more likely you are to experience burnout.

Burnout has the ability to manifest physically and mentally, and can take a toll on your body and mind. Knowing if you’re experiencing high amounts of activity that can lead to burnout can help you know if you need to take precautions to change things in your life or job.

For those of us working from home, the situation is a Catch-22. You aren’t currently forced into a stressful commute. But it’s harder to pull yourself away when 5pm (or whatever your end time is) rolls around.

For people in the office or on site, it’s the same thing. You get to socialize (safely, obvi) with your coworkers, but there’s those on-site pressures.

No situation is perfect, but understanding if you’re in a situation where you could use a change or some help is incredibly important – especially these days.

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