- On August 21, 2026
As we navigate back-to-school, sickness that often comes with season change, and extracurriculars that are demanding, we encourage your organization to get ahead of the real-life responsibilities employees and working parents face that don’t always fit into traditional working hours.
Childcare has become a workforce issue. It directly affects talent loss, morale, and productivity. Often, new parents return to work before they are mentally and physically ready due to the financial need to support their families. Employees often rush from school or daycare to work, then immediately attend extracurricular activities, appointments or home to keep up on the duties of the household. Burnout can come on quickly and cause performance issues, wellness problems, and absenteeism.
We have built a culture encouraging employees to take care of themselves; modeling the importance of preventative schedules and promoting wellness plans. We encourage employees to eliminate the spread of sickness by staying home, but sickness does not just creep up on the weekend or evening or when work is slow. Most doctors’ offices are only open during peak business hours, causing immediate need for time off or schedule modifications during working hours. The trust we’ve built makes our employees feel safe to use the time they need to rest, stay healthy, and truly take care of themselves so they can show up as the best version of themselves.
Dedicated employees and sought-after candidates care about culture. It is part of your offer as an employer. Work-life balance is more than a core value; it needs to be visible through the daily practices of your work environment. Flexibility doesn’t mean we have to lower our standards or eliminate expectations. It’s the understanding that sometimes work and home life overlap and having an employer that understands and cares about family values creates community within the workplace.
The qualities that make us human are the qualities that make amazing leaders. How can you support your employees while also setting boundaries for company success? Engage in mental health conversations and encourage openness. Lead with consideration and thoughtfulness when real-life problems are present. Set realistic goals and expectations. Creating autonomy for your employees allows them the freedom and peace of mind that their family comes first, while having the drive to still show up and work hard each day for an employer that cares.
Your leadership team can be all-inclusive to employees, while still taking into consideration their personal lives and supporting the workplace needs:
- Frequently audit policies and procedures to ensure they are all-inclusive.
- Be sensitive to language and actions that may directly affect the work environment.
- Stay up to date on ever-changing laws and regulations.
- Cross-train for critical positions or job duties to allow flexibility without disruption
- Normalize schedule adjustments, hybrid job schedules or modified hours, when possible.
- Have clearly defined job expectations and have trained backups for critical positions and job duties.
- Promote employee assistance programs and open-door policies.
Real life happens, often, and not always at the perfect time. Get ahead of those challenges instead of scrambling when they occur; all while reducing culture risk and legal exposure and supporting employees.
Employers who promote work-life balance increase retention and encourage more loyal and trustworthy employees. Employees who feel supported in turn work harder and are happier and healthier, ultimately creating a workplace culture where everyone wins. It takes a village. Let that village include the workplace!