working from home with kids, Employee experience, employee with kids, employees with child

Some employees are lucky. They can find a way to hide the fact that they’re home from their kids. But this ruse only works for a few people.

The rest have to design brilliant strategies to stay productive while working with one kid hanging on their arm and another wailing in the next room.

By the way, even people who are used to working from home also have a lot of adjustments to make. Before COVID-19, schools were open, and a baby sitter or grandparent is easily accessible to watch the kids while the parent works from home. Now, that has also changed.

Therefore, there is a serious challenge for employees who work from home with their kids and employers need to prioritize making the transition and experience as seamless as possible to ensure steady output.

Already, many employees in this situation are desperately crying for help. Worse still, uncertainty and confusion are complicating what is already a challenge. The mistake majority make to try to operate as normal as it puts them under undue pressure.

Employees working from home with their kids need an adjustment period for the experience to be wholesome.

Since the new mass trial wave in virtual work is likely permanent, it is a worthy investment to optimize this new normal.

Many people have caring responsibilities – for older relatives, people with disabilities or other health challenges, and children, making virtual work a source of some pain points. Many people struggle to stay productive if in the face of distractions.

Here are 7 ways to improve employee experience while working from home with kids –

  1. Offer “Special And Unique Benefits”

    The easiest way to build a company that works is by recruiting exceptional talents. But how do you get unique skills to work for you? It is by making them want to work for you.

    If you’re targeting employees who will be working from home with their kids, you have to offer exceptional and unique benefits to make the job attractive in the first place and to make it easy to do the work. Some companies are already doing just that; you can consider their offering to design your unique package:


    Google is popularly known for having unique perks employee benefits. Here are some:

    • Free food for breakfast, lunch, and dinner.
    • A fully equipped gym and swim-in-place pool.
    • Gamerooms with video games and tables for foosball, ping pong, and billiards.
    • Laundry facility and dry cleaning services.
    • On-site haircuts.
    • On-site medical staff
    • Death benefits (spouses of employees obtain 50% of the employee’s salary every year for a decade. Children also get a $1,000 monthly payment until they reach 19)
    • Maternity benefits of 18 weeks paid leave and paternity benefits of six weeks paid vacation.


    GoDaddy is also regarded as a great place to work because of its focus on employee health, welfare, and social life:

    • Healthy living coaching programs.
    • Healthy lunch & vending machine options.
    • Tuition reimbursement.
    • Adoption assistance.
    • Godaddy cares about community service.
    • A variety of services including health fairs, flu shots and biometric screening.
    • Holiday parties, picnics, and team-building retreats.


    SAS, the leader in business analytics software and business intelligence, offers some unique benefits to employees:

    • Three weeks of paid company vacation
    • Unlimited sick days
    • Healthcare centers at many offices.
    • Subsidy on-site child care centers.
    • College scholarship program for children of employees.
    • No dress code.
    • Recreation and fitness centers at the main headquarters
    • Reimbursements for fitness memberships for regional office employees.


    Zappos aims to provide above-average customer service, which it believes requires above-average happy employees. Here are some perks and benefits provided by Zappos:

    • Above-average medical, dental, and vision insurance coverage.
    • Pet insurance.
    • Pre-paid legal.
    • On-site wellness service.
    • 40% employee discount for shoes and accessories lovers.
    • Free food for breakfast, lunch, snacks, and breaks.
    • Nap rooms to rest and rejuvenate for the remainder of the workday.
    • On-site wellness service.
  2.  Empathize with Each Employee’s Context

    Empathy within a business context is becoming a trend. How does heart improve the experience of employees working from home with kids? It has to do with what nature itself means.

    The heart is the capacity to experience and relate to others’ thoughts, emotions, or experiences. It is about stepping into someone else’s shoes, becoming aware of their feelings, and understanding their needs.

    There are various employees in the workplace, and each has a varying context. As the manager, you must show that you care about each employee as they are – within their reality. Let them know that you see them as humans who have roles, responsibilities, and priorities that are not work-related.

    Employees are sensitive to “people first” and “profit first” workplaces. No one wants to work in an organization that merely sees them as a tool for profit.

    Such organizations don’t allow parents who work with their kids around since it may lead to distraction. However, companies that understand context would even see it as part of their duty to ease the working parent’s challenge.

    Since most brands and businesses claim to be “people first,” employees conclude its actions and communications.

    This is why empathizing with your employee should not be a personal endeavor but rather entrenched into your company culture and structure. This requires obtaining insights into the specific situations of your workforce by surveying home workers.

    Upon doing so, you would discover a wide variety of challenges and circumstances and unveil opportunities to empathize with your employees. It is practically impossible to practice workplace empathy in a blanket manner.

  3. Recognize That Virtual Meetings Are Here To Stay.

    More companies and organizations have had to interact with their employees through virtual meetings for the past couple of months. While some are adjusting pretty well to the innovation, others hope things will go back to how they used to be.

    However, virtual meetings are here to stay. Yes, the virtual conference is not the same as an in-person meeting, but you can still get a powerful and productive experience from it.

    There is a way you can leverage virtual meetings for some peculiar benefits. Moreover, virtual meetings can be a better option for employees working from home with their kids around.

    • Accept That Virtual Meetings Are Different.Most people experience intense dissatisfaction with virtual meetings because they keep comparing it with an in-person meeting. The most fundamental step to optimize virtual meetings is by accepting its difference from an in-person meeting.
    • Pay Attention to Visual Cues.It’s effortless to become distracted in a virtual meeting, as it can seem monotonous. Encourage everyone participating in a virtual discussion to use the “gallery view” to see everyone at the same time. This helps to carry everyone along, and since you’d see people’s reactions and non-verbal cues in real-time, it makes everyone more invested in the meeting.
    • Invest In Good Technology.Meetings can cost a company thousands of dollars an hour if you factor in everyone’s billable time. When delays or interruptions occur because of technology issues and poor connections, the costs can quickly add up. Virtual meetings are here to stay, so any investment that makes the experience seamless is reasonable.
    • Have Someone FacilitateOnce a virtual meeting has more than a few people, a facilitator can set ground rules and ensure the agenda moves is crucial. While a participant in the forum can take on this role, it may be better an outsider facilitates so everyone else can entirely focus on running the meeting.
  4. Embrace Flexibility Around Time.

    Juggling multiple boundaries at home is not only tricky but also stressful. Short-term fixes (like creating blocks of working time) are easing the strain and becoming the foundation for a new working style.

    Instead of working eight hours a day, five days a week, many people find ways to stay productive by spreading the hours and days.

    It is unlikely that we will go back to the 9-5 model as a modus operandi. This means executives have to prepare to learn and understand how best to manage time more flexibly:

    • Focus on Your Core Values
      Some things don’t have to change, but they determine, influence, and guide what changes. Your core values and company culture can serve as anchor points to help you decide what you can and can’t agree to flexible working time.
    • Be Open-Minded
      Build the habit of assessing a situation by looking at it from different perspectives.
      It is a way to show empathy, and it helps you know which of your employees need flexible working hours the most. While you should prioritize employee productivity, be willing to explore a different route to achieve the desired results.
    • Stay Calm
      Managers can feel out of control when their employees work from different places. However, you have to trust them to be able to do their jobs without direct supervision. If you entertain feelings of anxiety, it can affect your employees’ interaction and set them on edge.
    • Plan Ahead
      Before 2020, no one could assuredly predict that we would have this mass transition to virtual work. The future still holds a lot of surprises. It is better to plan to the best of our ability, so a change in time, technology, or industry will not render us obsolete.
  5. Be Flexible

    There is more to flexibility than the working time. If you want to improve employee experience while working at home with kids, you will have to accommodate their ways of doing things.

    Don’t be a my-way-or-the-highway kind of manager. Run an adaptable system that can adjust each employee’s context. Fortunately, most roles can afford some degree of flexibility.

    They thrive on it. Be willing to compromise on how you think things ought to be done if your employee proffers a different way of doing it, immensely if you trust their judgment and have a record of delivering results.

    Of course, this transition will not be easy. Most organizations will be directly challenging pre-existing culture, mindset, and habits to make flexible working an organizational success. It will also take some time before this transition is embedded as the new norm.

    Related content 4 steps to prevent employee burnout during remote working

  6. Paid Parental Leave

    Despite the many ways executives can improve employee experience while working from home with kids, work is still working. This means that parents still need to t6ake some time off work for their kids.

    Many companies that concede on parental leave do so without pay, but it doesn’t make them happy. Meanwhile, there is a strong argument for paid parental leave. It is a critical time for families as it makes it easier to achieve a work-life balance.

    It increases breastfeeding time for women, and for both men and women, it helps to maintain the bond with their children. Generally, paid parental leave improves parents’ and children’s mental health.

    It is an essential consideration for businesses and organizations that want to improve the employee experience.

  7. Create Affinity Groups

    According to Merriam Webster, an affinity group is “a group of people having a common interest or goal or acting together for a specific purpose.” The standard corporate synonym for an affinity group in the workplace is the “employee resource group.”

    Affinity groups or ERGs can be anything from book clubs to sports leagues or other random groups where employees come together to share a common interest—but they’re usually the most powerful when they focus on creating a diverse and inclusive workplace.

    Affinity groups take so many forms: veterans groups, women’s leadership groups, faith groups, women in tech groups, groups for people of color, disability groups, LGBTQ groups, etc. that there’s always a place for everyone.

    Affinity groups are there “to drive change” “to make people come together to create a safe space for sharing their experiences,” or “to use the strength in numbers to solve specific issues.”

    Employees experience a lot of strength, and joining an affinity group can be an outlet that refreshes and rejuvenates them


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