Dear All, I am looking for Employee Enagement Activities to Woking Mother. Can some one please me ideas to run such kind of programs in the organization. Regards, Ganesh
From India, Hyderabad
1From India, Hyderabad
Hi Ganesh
Not sure about any pro-working mother engagement activities but like to share my thoughts on pro-working mother programs which definitely will improve engagement level:
1. Childcare Leave or Childcare Sick Leave
2. Paternity Leave
3. Physical childcare centre within or near workplace
4. Childcare subsidy
5. Children-at-work (maybe quarterly or half-yearly, etc)
Hope others can share too.
Autumn Jane
From Singapore, Singapore
Not sure about any pro-working mother engagement activities but like to share my thoughts on pro-working mother programs which definitely will improve engagement level:
1. Childcare Leave or Childcare Sick Leave
2. Paternity Leave
3. Physical childcare centre within or near workplace
4. Childcare subsidy
5. Children-at-work (maybe quarterly or half-yearly, etc)
Hope others can share too.
Autumn Jane
From Singapore, Singapore
Dear Ganesh ,
Salute your initiative! Autumn have suggested the best of the solutions. The focus of every working mother is 'child'. Hence, every support to a better parenting would remain best.
In addition to that , please offer them mentoring and coaching as they have resumed, after a break. They might have joined in the same job-level where they were working before their maternity leave, hence would need a better career planning now.
Irrespective of their break, they would be equally competent as your other employees are. They might need a hand-holding occasionally, only to come up to the speed. Please assign a coach/sponsor/mentor for each working mother to foster their career-development.
Identify the high-potential ones and offer them a fast-track career path.
Few of them might need educational support. Enrolling for a degree might not seem possible, after a demanding work-life balance. Hence, please identify few job-based training program that can get them equally competent as the degree.
Please identify supportive work arrangements for them, such as jobs that can offer work-from-home and lesser travel. These roles can be clubbed under the unit for them.
Responding to calls and answering emails, after work hours, might not be an issue to every working mother. However, please set the guidelines for the communication to avoid inconvenience.
Designing these initiatives wouldn't create a discrimination , but respect amongst your employees.
Working mothers are least likely to change jobs for salary and have far greater patience to stick to a job. Creating a conducive environment for them would be your best investment.
Wishing you all the best !
From India, Mumbai
Salute your initiative! Autumn have suggested the best of the solutions. The focus of every working mother is 'child'. Hence, every support to a better parenting would remain best.
In addition to that , please offer them mentoring and coaching as they have resumed, after a break. They might have joined in the same job-level where they were working before their maternity leave, hence would need a better career planning now.
Irrespective of their break, they would be equally competent as your other employees are. They might need a hand-holding occasionally, only to come up to the speed. Please assign a coach/sponsor/mentor for each working mother to foster their career-development.
Identify the high-potential ones and offer them a fast-track career path.
Few of them might need educational support. Enrolling for a degree might not seem possible, after a demanding work-life balance. Hence, please identify few job-based training program that can get them equally competent as the degree.
Please identify supportive work arrangements for them, such as jobs that can offer work-from-home and lesser travel. These roles can be clubbed under the unit for them.
Responding to calls and answering emails, after work hours, might not be an issue to every working mother. However, please set the guidelines for the communication to avoid inconvenience.
Designing these initiatives wouldn't create a discrimination , but respect amongst your employees.
Working mothers are least likely to change jobs for salary and have far greater patience to stick to a job. Creating a conducive environment for them would be your best investment.
Wishing you all the best !
From India, Mumbai
This is not to debate but to brainstorm, here's a discussion from twitter, on this thread:
Subir Chatterjee: Trying to find out the answer,Is EE an outcome of all effective HR subsystem (T&D,R&R,etc) or it is a outcome of activity?
(Cite Contribution) : Excellent ! Please show him the way. To me it can't be event ,but a process. Hence a natural result to an effective system. #HR
Rakshita Dwiwedi : well said @_smiles @subirsay EE is a process which involves activities and the end goal is to optimize the org effectiveness
Looking forward to understand how can this be implemented for best results
From India, Mumbai
Subir Chatterjee: Trying to find out the answer,Is EE an outcome of all effective HR subsystem (T&D,R&R,etc) or it is a outcome of activity?
(Cite Contribution) : Excellent ! Please show him the way. To me it can't be event ,but a process. Hence a natural result to an effective system. #HR
Rakshita Dwiwedi : well said @_smiles @subirsay EE is a process which involves activities and the end goal is to optimize the org effectiveness
Looking forward to understand how can this be implemented for best results
From India, Mumbai
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Employee Engagement Activities.pdf
Employee Engagement Activities - .doc