Managing the Parents on Your Team Requires Flexibility, Support
Managing the Parents on Your Team Requires Flexibility, Support
(Bloomberg Businessweek) -- These are tricky managerial times. “The parents on your team are not ‘telecommuting.’ They are crisis-working,” says Joan Williams, founding director of the Center for WorkLife Law at the University of California Hastings College of the Law. We asked Williams and other experts for advice on how to manage moms and dads in a crisis.
The Situation
The parents on your team are working from home—when they can. Most are going from job commitments to parenting to housework and can’t buy themselves time (via childcare, house cleaners, etc.). Their working hours are spotty. “Expecting them to home-school and work full time without child care will burn out your workforce,” says Williams.
Your Strategy
Strive to be a virtuous manager. Be sympathetic, and know that single parents or those with occupied partners are particularly disadvantaged. Be supportive, hands-off, and have minimal expectations beyond output.
Be Flexible
Work rhythm. As much as the job allows, let staffers choose their hours, and show them it’s OK by telling them how you’re adapting your own schedule: “Today I’ll be homeschooling from 8 a.m.-11 a.m. and will work as much as is possible from 11 a.m.-3 p.m. Depending how that goes, I may need to return to work after bedtime.”
Calls and videoconferences. Let them dictate the start time, and be flexible. Nothing is more stressful than a child going bananas minutes before a planned Zoom call.
Cameras and mute buttons. Make sure parents understand that they can turn off audio or cameras anytime, as long as they communicate. (“Still here. On mute, feeding kid.”)
Be Specific
Specificity is your new managerial mantra, says Denise Rousseau, professor of organizational behavior at Carnegie Mellon University.
Be clear about output and deadline. “The investor letter needs to go out on Monday.”
Set clear quality expectations. “Great. Can I expect the messy draft on Wednesday and a clean draft on Friday?”
Offer support. “Anything you want to walk me through?” “Need examples?” Otherwise, back off and let staffers deal with their lives.
Encourage odd hours. “It’s fine if you hand this in after close of business. I’ll grab it in the morning.”
Be OK With a Little Chaos
Take stress off parents’ shoulders by establishing new norms.
Last-minute changes are fine—just communicate. “It’s now 1 a.m., and I just really need to sleep, so I’ll get it to you tomorrow afternoon.” The disclosure builds trust and prevents false assumptions.
Meetings can start at odd times. Try beginning five minutes past the hour (or half-hour), and ending five minutes before, so parents can set up kids for their video classes.
Embrace the weird. “On this team, we love awkward appearances of kids, spouses, and pets. Keeps it interesting.”
Don’ts
Don’t repeatedly ask when the project will be done. Try, “How can I help you on this section?”
Don’t give nonparents more work. “That’s a recipe for resentment and ultra-burnout among people without children,” says Williams.
Show Your Support
Recognize the caretakers. “This is a huge challenge being faced by a large chunk of the workforce,” says Daisy Dowling, chief executive officer of consulting firm Workparent. “Direct outreach should come from senior managers. You don’t need to make any promises, just acknowledge it.”
Perks Parents Will Love
Sleep. “I’m moving this deadline back 24 hours so you don’t need to stay up late tonight.”
Screens. “Would an extra iPad or laptop on loan help your family this month, so you always have your laptop for work?”
More sleep. “Why don’t you take a break this afternoon. I’ll hold down the fort.”
Dinner. “Here’s a code for $40 at XYZ takeout.”
Even more sleep. “Julie, why don’t you start a bit later tomorrow?”
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