Why managers should treat non-parents and parents the same

Why managers should treat non-parents and parents the sameWhy managers should treat non-parents and parents the sameResearch shows that when employees become parents, women face a significant roadblock at the office known as theMaternal Wall.Though theyve proven successful before giving birth, women are often required to go above and beyond to demonstrate their worth and competency aftermaternityleave.Too many times women, particularly mothers, share their stories of getting passed up for promotions, pushed into non-client facing roles and left out ofnetworkingopportunities. And on top of that mothers are often judged by their co-workers for leaving early to pick up their children and also judged if they stay late and dont go home to be with their children. Being a working parent is tough.But heres the rub. Colleagues without children also have it toughManagers often expect those people on their teams without children to absorb the extra workload. They expect them to work the late ho urs, attend the last minute client event and may not recognize that children or not, employees all long for more flexibility and understanding to accomplish their personal goals as wellTo truly create an empathetic and supportive team, managers must find ways that support the entire team regardless of their parent status.Though peoples reasons for seeking a more flexible schedule may vary, the policies for managing their time should be the same.If you give people time off to take care of a sick child, then you should give people time off to pursue personal endeavors. In order to lessen the burden placed on childless/single individuals, managers should propagate anoffice culturethat considers everyones need for unconventional hours.Those who utilize a holistic approach to managing teams ensure that all employees are offered the same flexibility regardless of the reason. This will not only strengthen your relationship with all of your staff, but it will foster a greater bond between e mployees and their teams.Here are three ways to start thinking about how you can supervise employees time in a way that benefits your entire staff1. Promote the greater goodManagers set the tone and create the atmosphere for success in the office.Devise a plan to help your teams support one another during important professional and personal moments in their lives.Encourage employees to add personal dates to their teams calendar, so that everyone will know when he or she will be out and how that could affect their assignments that day. Facilitate a discussion with your team on a regular basis to connect how members are handling their workloads and how things can be shifted in order to support the greater team.2. Establish core hoursProvide employees with a company-wide schedule that focuses on core hours when all team members are expected to be online and available. For example, if the majority of your clients engage with staff before Noon or meetings typically happen in the morning, explain that everyone must be in the office or available online from 1030 am to 1230 pm during that critical timeframe. Beyond those core hours, allow individuals to find the best shifts that work for them. Trust your employees and believe them when they say certain hours work better than others.3. Take the staffs temperature to avoid burnoutOnce a quarter,check in with your teams and determine whats working and what isnt.Keep the floor open to suggestions and allow individuals to share feedback and air any grievances. Reevaluate the model and be prepared to make any necessary adjustments.Witheffective communicationand trust, Managers can create an environment that not only strengthens teams but allows all individuals to establish their ideal work day.Mary Beth Ferrante is acareer coachto millennial moms and the owner and founder of Live.Work.Lead., an organization that helps companies retain top female talent by transformingworkplace cultureto support new parents through coaching, training and consulting. In addition to corporate programming, Live.Work.Lead. works directly with individuals through one-one coaching and through its Professional Working Moms Groups, which connect moms within specific regions.A version of this post previously appeared onFairygodboss, the largest career community that helps women get the inside scoop on pay, corporate culture, benefits, and work flexibility. Founded in 2015, Fairygodboss offers company ratings, job listings, discussion boards, and career advice.