Family first

Do you feel like your workload has increased in recent years? You wouldn’t be alone. According to the New Economic Foundation, a UK-based think tank, working hours have increased significantly over the past generation. “Since 1981, two-adult households have added six hours – nearly a whole working day – to their combined weekly workload,” it recently noted. Most commentators suggest the increase has been even more significant in Asia, where surging growth continues to put additional pressure on talent.

Those extra hours don’t just appear from nowhere. Extra work necessarily means less time for staff to do other things in their life, and frequently it is employees’ families that are forced to miss out. When Mum and Dad stay at work late, it means less precious time with the kids and spouse. This sort of imbalance can lead to higher rates of stress, burnout and, eventually, staff turnover.

That’s why many organisations are now deliberately advancing more family-friendly work practices and policies. Ideas such as extra parental leave, flexible working hours and work-from-home arrangements are proving to be win-win situations for both employer and employee.

Building the brand

Motorola Electronics is one employer that has enthusiastically taken up the cause. It says families provide “a great motivating factor” for its staff, as well as strong personal support systems. The circle of influence that family exercises has a direct bearing on the morale of an employee as well as his ability to commit to the goals of the company and achieve results, Sally Toh, MD of HR, Motorola Electronics says. As such, the company encourages staff to have strong balance between their work and home lives.

Toh says the communications giant also sees family members as its strongest brand ambassadors and advocates. “Theirs is the most authentic voice and it is our experience that positive references from the employees and family members can be a very valuable force multiplier for us.”

That philosophy manifests itself in very practical ways. For instance, to enhance the comfort level of new mothers, Motorola has sponsored two lactation rooms in its Singapore office. Also, “Motorola Bonding Day” was launched to specifically engage families of employees. On that day, staff are encouraged to bring their children and spouses to the office and participate in fun activities, and education sessions.

“This not only gives the family members the chance to get to know us better; it also strengthens the emotional bond between the employees and the organisation,” Alina Rizzo, chairwoman of Motorola’s Singapore Women’s Business Council, says.

Childproof

Women around the world are leaving their jobs in droves after childbirth. For instance in the US, the number of women giving up their jobs due to childcare issues increased from 45% in 2004 to 74% in 2009. Companies there are losing a precious part of the workforce by not employing sufficient measures to plug that family and work divide.

So, as they say, if you can’t beat them, join them. OCBC Bank has done just that with its in-house childcare centre at its headquarters near Raffles Place. Jacinta Low, Head of HR Planning and Employee Communications, says many parents appreciate the chance to have their children taken care of just a throw away from their office.

“We strive to implement programmes that will provide every employee with the equal opportunity to grow and develop their careers with the bank, and at the same time, lead a fulfilling family life,” she says.

The take-up has been strong – with enrolment figures now exceeding the centre’s initial capacity of 93 children. Low says that has led to noticeable improvements in the workplace as well. “Knowing that their children are in the good hands of a professional care-giver located within the office means they can concentrate on their work better,” Low says. “In the long run, this will lead to increased productivity for the bank as well.”

Everybody has family

Of course, not all families are alike; and so OCBC ensures its family-friendly policies apply to its entire staff, no matter what their personal circumstances. “Since January, we have also introduced two days of ‘Family Leave’ for employees who are not eligible for (mandated) childcare leave,” Low says. “(This) allows our employees more opportunities to spend quality time with their families.”

The second last Friday of every month is also designated as “Family Bonding Night” where OCBC employees are encouraged to leave the office on time to be with their families.