If I were presenting a business case for work-family programs, I would certainly highlight that these types of programs such as childcare initiatives, family stress initiatives, and flexible work arrangements can help certain work-family life when under duress. If companies set up programs to help their employees get through tough times, it will ultimately make the company a more attractive employee. This then should lead to boost in performance from your employees within the company. Setting up these programs to help employees with their work—family life is critical for the growth of the company. If employees feel as if they are being valued and being taken care of within the business, then it is natural to get more production out of that employee. This then is a win-win for both the business and the employees because they are both improving and growing Improved job satisfaction will always lead to more commitment from your employees.
If an employee isn’t satisfied with how they are ultimately being treated, then it would come with no shock that this employee’s commitment to the company will be low. Creating these family-friendly programs and policies will make your employees want to stay within the company they are Ell. In the early years of business in the United States, these initiatives would have hardly caused any reaction within the company. But today, the use of work-family initiatives most certainly correlates with the growth and improvement of a company, “In the early 19805, the stock market would hardly react at all to such fluffy initiatives; if anything the effect of the fluffy announcement on a firm’s share price was slightly negative. However, that changed quite a bit in 9905 when the announcement of a work-family initiative resulted in a positive swing of the stock- on average 048%.”
