How Your Business Can Keep and Attract High Performing Moms

Mother’s Day is just around the corner. What better time to reassess the benefits your business offers to moms? Clear, thoughtful policies on maternity leave, childcare, and more are becoming increasingly important to high performing women (and men!) looking to stay in the workplace as they nurture their families. What’s more, having the right employee time clock software can help you support your team.

Here are our tips for making your workplace more attractive to prospective parents.

Provide Options to Telecommute

If possible, providing employees with the option to work remotely can be enormously alluring to moms and dads to be. FingerCheck employee time clock software allows employees several options to clock in, including via Twitter, the mobile app, or home computers.

Measure Based on Performance

Unfortunately, neither pregnancy nor newborns adhere to a 9-5 workday. It may be that the best time for your employee to get the bulk of their work done is late at night or early in the morning. By using performance metrics, it’s easier to make sure that what needs to get done gets done, and avoid unfairly judging parents who have been scarce around the office. Using FingerCheck employee time clock software, busy workers with non-traditional work schedules can still punch in.

Provide Privacy for Nursing Moms

If your employee does need to be in the office, make sure they have a safe, clean, and private space. It’s the law, and it benefits your employees and your business.

Don’t Forget Dads

Providing similar benefits to fathers, such as paid paternity leave or remote work options, is a great way to appeal to men who want to be more involved in child-rearing. It frees families to make childcare choices based on the particulars of their family, not the benefits structure or bias of their employer.

Providing similar benefits to fathers, such as paid paternity leave or remote work options, is a great way to appeal to men who want to be more involved in child-rearing. It frees families to make childcare choices based on the particulars of their family, not the benefits structure or bias of their employer.