The office of Nurses

Gone are dashing the Nineties, and even the two thousandth is almost over, and professionals who were once very young and not encumbered families managed to acquire additional obligations. Companies that operate in Russia market long enough, the first to notice the changing needs of employees. From young professionals focused on career development, yuppies eventually turned into people with new priorities. Approaches that were previously allowed to motivate 25-year employees without children, not suitable for the same people for ten years later - many have got families. It became clear that employees, regardless of gender, expectations of employers additional opportunities, and the balance between work and personal life is valued no less than the money and stock options.Play more than 1500 games online with instant access |

According to the study of Boston's Simmons College, 93% of employees with children will prefer a company where organized children's programs, any other. "Children's program, developed in the company, becoming an important factor for families of people who are considering an invitation to change the company. In the West, from luxury gifts such programs smoothly converted into a hygienic factor in motivation. Although, of course, companies lavish on such bonuses, while a little. Diane Lipton Dennis, founder, president and CEO of Lipton Corporate Child Care Centers Inc. from Washington, one of the first realized what was lacking in motivation system of modern companies, and now heads a fairly large company that works in the corporate sector, children's programs in the United States.Top 10 Laptop |

Care for children of employees in today's companies - not the fact that ten years ago. Compensation packages are becoming more sophisticated, so that very soon the young parents will choose the organization where the progress his career, including in terms of programs for young parents. While managers of Western companies have already managed to make sure that, including in the social package for office kindergartens, they actually save on finding and training new staff, preventing turnover.

Oil painting

Criteria to assess employers' invented by the U.S. magazine Working Mother, which is an annual rating of employers in terms of caring for family members, it is useful to learn at least to understand what to expect from today's parents. For the annual ranking of "100 Best Companies for Working Mothers" (100 BestCompanies for Working Mothers "), employers across America are evaluated on a five-point scale. Selection is carried out on grounds such as childcare, flexible working hours, leave for new parents, the balance between work and personal life and career advancement of women. Organizers rating noticed that the first change in the psychology of employers in the United States occurred at the beginning of the two thousandth, and only now, U.S. employers only improve the job. Politics, existing only on paper, not enough ", - says Sherman Stein, who had been in charge of the project. In her opinion, the only way to earn fame as the best employer for employees with young children - start to implement all planned in life as possible. "Employers receive a positive evaluation when the policy is conceived to mothers, useful and accessible, and where and when the managers themselves are the winner, strictly following this policy," - she said.

In the U.S. fashion for social programs and Benefits for working parents emerged first in commodity companies, and then in the IT industry with a margin of six years. Built IT-startups and did not think that they need children's programs and policies friendly to working parents. First, IT industry companies have established offices in the tables for ping-pong table and game room to encourage the creativity of young people. And when young professionals have grown older, they had very different motivations to work productively.

Attention, children!

And corporations like Google, and smaller companies, and an unknown company doing something for the staff who have kids. Some are developing programs specifically for children, many are on the circumstances. Either way, the company allowed employees bring to the office of children, some not far from satisfied with the workplace playrooms, someone usually lets parents work from home. Some organizations go further and arrange kindergartens, as did the company Patagonia. Perhaps the most famous first kindergarten in the company opened in the distant 1984 the wife of the owner of Patagonia Melinda Chouinard. Children were playing in the garden and dined together with their parents, which is quite consistent with the spirit of the company, which has always valued the family atmosphere. Around the same time, the company has offered staff a number of different rates. Tepre could choose to work full time or, for example, part-time. This was done also mainly for those who have kids. Realizing that many family members in the end more important work in Patagonia decided to take care of the most expensive for the staff at the moment. Clearly, the fewer difficulties with raising children, the easier it worked.

Can I make corporate kindergarten breakeven point now? Apparently, given the demand for early childhood education and turn in social care settings, it is possible. Ask a staff-parent prices for kindergartens and try to organize a kindergarten cheaper than paying your employees. Even ceteris paribus kindergarten closer to work, or even in the next office, will forward the establishment of a hundred points away from work. Russia is still only beginning. Professionals who are able to start the work of corporate kindergarten, you'll never find. But their services are really needed, because children's room should conform to the law on sanitary and fire safety standards that differ from office. In addition, you will need to establish food and invite pediatrician, without which, too, can not do. But the hope that the market will evolve and we all do have, because the West is undertaking stuck. Office kindergartens is not only widespread, but also bring in revenue. For example, known network of corporate kindergartens, created an American company Bright Horizons FamilySolutions, which grows from year to year.

Show Diary

When kids grow up and go to school, work with the organizers of children's programs do not diminish. Elena Timonina, HR-director of the management company of Alliance Continental, says that companies have become a tradition for thematic exhibition of children's holiday crafts and drawings. "Gifts are all participating in the exhibition regardless of the level of art works available. Gifts are given to parents of children at a corporate meeting. This type of children's programs do not require large financial outlays. But the emotional charge - one of the first places ", - says Elena. Soon the company plans to arrange a visiting team building with the participation of children and adults who run children's educational programs and even form some children's sports teams. And in the plans - language courses for children of employees with training abroad.

The company "Consultant Plus", whilst in the program visit theaters, concert halls, and during school holidays to centrally distribute tickets to children's activities. For children of employees in the New Year celebrations organized by the "Christmas tree", which has always been an indispensable attribute of a corporate culture of Russian companies.

"We are conducting a children's Christmas tree, donate gifts to children on the first of September and New Year. More recently came up with Project Portfolio fives ", which became a logical continuation of the tradition to pay attention to children of employees," - says Svetlana Shevtsova, personnel director of holding "Miel". If the corporate parties have mastered almost all companies, the ventures such as "Portfolio fives" for Russia's labor market is still a rarity. The project, coined in the bowels "Miel" was aimed at maintaining family values and the development of mutual understanding between parents and children. "Not always, unfortunately, parents can not find a convincing argument to make to encourage their children to study well. Competition "Portfolio fives" is intended to help parents to solve this problem. Thus, on the one hand, motivating students to improve their performance in school, we increase the loyalty of the parents to the company, in which they work. And on the other - has made a vivid and unforgettable holiday, in which all without exception, receive a lot of pleasure and positive emotions, "- says Svetlana Shevtsova.

In 2007, the event had been the first time. First, employees reacted to the unusual idea to promote school success of employees with the company where they work, without enthusiasm. But the idea worked, and competition "Portfolio fives" gathered enough members to become one of the brightest and most beloved of corporate events. "Now the parents say that the pride they feel when awarded their children, many times higher than in our own award - says Svetlana Shevtsova. - I think this year's winners-grade students will be not less, although we have raised the bar ".

Children's Day

The appearance of an abundance of providers who specialize in corporate programs for children of staff in Russia is not expected soon. Promote these services is difficult because the company used to have routine activities by small forces, and such costs are not budgeted.

To go from plans on paper to action and to allocate funds for implementation of plans, companies need to face the real threat of losing valuable staff who will go to competitors. Of course, professionals who are looking for career development is unlikely in the first place are oriented on the degree of social concern. However, family people now, at least unconsciously, expect more from companies that are working. This indirectly say results of the nationwide survey conducted by the Levada Center. According to statistics, it is now that the Russians entrenched in the values of labor morality and personal responsibility. In 2000, the growing importance of these values sensed 12 and 11% respectively, and at the end of 2007, that figure rose to 26 and 33%.

"Companies, as well as people, grow and acquire traditions", - said Diane Lipton Dennis from LiptonCorporateChild Care Centers Inc. In her view, the need to introduce special programs for children of employees arise sooner or later in all industries. While the demand for children's programs in the West have, Lipton Dennis recognizes that many firms are still far from reaching the target.