Peninsula Private Wealth of Raymond James’ Post

As a leader and working parent myself, it’s critical to acknowledge the dramatic shifts working parents have experienced over the past three years and an employer’s ability to help working parents navigate these shifts. Employee support doesn’t end with a child’s arrival, employers can help support the day-to-day care that every parent struggles to manage through resources like: Back-up daycare and babysitting services from qualified caregivers, as employers recognize the difficulties their people face when things fall through at the last minute. Assistance with finding vetted providers by providing memberships to hiring sites where background-checked childcare professionals can be found. Parenting apps that can help across many dimensions, from health and safety concerns to tracking developmental milestones, receiving trusted advice and resources, establishing routines and helping with educational activities. Let’s also not forget about creating an environment that supports the overall wellbeing of working parents. Flexible work arrangements and family-friendly cultures attract and retain talent. The return on such investments is significant: https://lnkd.in/gynsxPrD

As children head back to school, working parents are likely feeling the stress of managing their busy schedules. Employers can help alleviate this pressure by offering supportive parenting-related benefits.   According to a survey by Care.com, 80% of employers saw a positive impact on productivity from childcare benefits, while 78% noticed a similar effect on retention and recruitment. This article provides some flexible and new benefit ideas.   Let's make back-to-school season a little easier for working parents. #workingparents #backtoschool #parentingbenefits

"Providing a benefit that helps families find care when they need it, especially in those critical patch times — whether it's a nanny cancellation or a couple of weeks when you're in between daycare and preschool — engenders goodwill from employees and increases retention." Our CEO, Lynn Perkins, spoke with Employee Benefit News about the urgent need for collaborative solutions to the child care crisis facing working parents. 👨👩👧👦 The conversation goes beyond UrbanSitter—it's about how we, as a society and business community, can come together to address this critical challenge. Let's bring child care to the forefront of employee benefits discussions. 💼 👀 Read the article here: https://lnkd.in/gAiBrdDC #childcare #employeebenefits #wellness #workingparents #childcarecrisis

I hadn't considered 'bring your baby to work' policies as a suitable response for childcare, but at a conference recently I learned that W. S. Badger has a policy that lets employees bring children under 6 month to their manufacturing plants. Think about it; you could breastfeed, have childcare, and continue to work without the financial strain of having to find care for an infant. Other companies are jumping on board, and I find solutions like this fascinating, especially when over half the country lives in a childcare desert. How would you feel about a 'bring your baby to work' policy in your workplace? https://lnkd.in/gBnt_cxd

Thank you, Mel Faxon, for starting this important discussion and for the folks who have responded. We've had a lot of success with our babies at work program (started in 2006) and experience, as well—33 babies to date! We think it’s important to understand that this is a program for a limited time – from the period after STD/parental (8-12 weeks) leave through 6 months of age (so the baby is often in the workplace for about three months). Parents are not expected to work a full day, as we know time is spent caring for their child, typically 6 hours of work in an 8-hour shift. HR folks will know that when previously injured employees return to the workplace, companies are often required to provide light duty for a period. This is a similar concept, letting parents get back to work and earn money while also giving them more time with their newborn. There are benefits for the babies related to breastfeeding and parental bonding and attachment, and the larger company community supports new parents and enjoys seeing little ones around the workplace. As a result of this program, we have a high rate of mothers (and fathers) returning to the workplace after birth, a time when some choose to leave the workforce.

Losing child care customers can be attributed to various factors, and addressing these concerns is crucial for maintaining a thriving child care business. Here are some common reasons why child care customers may be lost: 1. Quality of Service: If parents perceive a decline in the quality of care, educational programs, or safety measures, they may opt to switch providers. 2. Communication Issues: Lack of clear communication between the child care center and parents can lead to dissatisfaction. Parents want to be informed about their child's activities, progress, and any issues that may arise. 3. Staff Turnover: High staff turnover can be unsettling for parents and children. Consistency and a stable, familiar environment are important factors in choosing child care. 4. Safety Concerns: Parents prioritize the safety and well-being of their children. Any perceived lapses in safety protocols, hygiene, or security can prompt parents to seek alternative child care options. 5. Cost and Value: If parents feel they are not receiving commensurate value for the cost of child care, they may explore more affordable or higher-quality alternatives. 6. Flexibility Issues: Parents often require flexibility in terms of hours and scheduling. If a child care center is unable to accommodate varying needs, parents may look for options that better align with their schedules. 7. Unmet Expectations: If the child care center fails to meet the expectations set during enrollment, parents may feel disillusioned and seek alternatives that better align with their expectations. 8. Changes in Family Circumstances: Shifts in work schedules, relocations, or changes in family dynamics can necessitate a change in child care arrangements. 9. Lack of Engagement: Parents value a center that actively involves them in their child's development. A lack of engagement or opportunities for parental involvement may lead to dissatisfaction. 10. Competition: The presence of new, more attractive childcare options in the vicinity may prompt parents to explore alternative arrangements. To retain childcare customers, it's essential to regularly assess and address these factors, solicit feedback from parents, and continuously strive to enhance the overall childcare experience. Open communication, a commitment to quality, and adaptability to the evolving needs of families are key elements in building lasting relationships with parents and children. ------------------------ I'm MD IMRAN CEO Wp Theme software DM me Or Email [email protected] Let's Make Your Website Beautiful. #ChildCareCommunity #ParentFeedback #CustomerExperience #QualityChildCare #CommunityEngagement #ContinuousImprovement #ChildCareChallenges #TransparentCommunication #wpthemesoftware

Childcare is in crisis today largely because it is unavailable—forcing parents to pull back from work. It’s a problem for parents but also for organizations in the midst of today’s talent shortage. In addition to parents’ responsibilities, companies can contribute to solutions. Here’s how and why. #parents #childcare #worklife #talentshortage KinderCare Learning Companies Vistage Worldwide, Inc. Employ Employ Employ

“According to the KinderCare data, 74% say how a company supports employees who are parents reflects how it cares for its employees overall—and this is related to a strong employer brand and an organization’s ability to attract not only parents, but non-parents as well.” “In addition, 57% would take a pay cut to work for company that provided child care benefits and 43% say they won’t even consider a job offer if child care support isn’t discussed.” #parents #childcare #worklife #talentshortage #worklifebalance Tracy Brower, PhD Wow…I would add that schools need to relook schedules / times such as 1/2 days. The 1/2 day stuff screws working parents up and really does not work under the cover of meeting instruction days. It is quality vs. quantity.

For working parents, getting as much support as they can from their job and their community is key to being able to perform well at work. And while employers should be making their policies as inclusive as possible, some states simply have a better foundation in place, according to a recent study from SelectSoftware Reviews. #workingparents #family #policy #childcare https://bit.ly/3SmpB7P

Thrilled to have EnrichedHQ's voice included on this extremely important topic. 🙏 to Human Resource Executive for the opportunity and continuing to push for solutions that work for all working families, especially moms. Our goal is to make it easy for companies to support working families. It's a complex issue and corporate #employeebenefits for #childcare is only one small piece of the solution. BUT, working families need help NOW. Not when legislation passes. Not when flex/hybrid/WFH policies are adopted an implemented. Now! Battling the #MommyTax deserves immediate action. At EHQ we won't solve it all but can help companies get a low-cost, turnkey, option to parents today so they are more equipped to balance work and home while offsetting costs associated with needed life-skills and extracurricular programs their kids need. An added bonus for our clients? Attrition costs go away, employees (moms) are not quitting or changing jobs, and attracting top candidates is so much easier as a 'family friendly' company.