We all know that balancing work and family can be tough and we’ve talked about the importance of supervisors in supporting that balance before. Recent research (a meta-analysis!) finds how family-supportive supervisor behaviors (FSSBs) can transform the workplace, benefiting employees, leaders, and companies.
If you need a refresher on what FSSBs are, check out our previous article here.
How do FSSBs Work?
When leaders exhibit family supportive supervisor behaviors, two key things happen that lead to a bunch of positive outcomes (which we’ll talk about in a minute).
First, leaders that practice FSSBs build stronger relationships with their employees. Leaders and employees trust each other, show mutual respect, and feel committed to supporting and helping each other. You can imagine how impactful these types of employee-leader relationships can be on the overall work experience. In addition, FSSBs can reduce work-family conflict. In other words, employees with supportive leaders feel like their work and family lives are not at odds. Work responsibilities are not creating stress at home and vice versa. Employees feels better if they don’t feel a conflict between their work and life.
Strong relationships and less work-family conflict sounds like wins themselves. However, because of these high quality relationships between leaders and employees and the reduction of work-family conflict, FSSBs lead to additional important outcomes for employees, leaders, and companies.
Positive Outcomes for Everyone
So, what positive outcomes do FSSBs lead to? What are the benefits of having leaders that support family? The benefits can be categorized into two groups – work and personal outcomes.
In terms of work, employees are more satisfied and engaged, they feel more intrinsic motivation to do their work, and they feel like they have more autonomy. Leaders also benefit since these employees tend to perform better, are more committed to the company, are less likely to leave, and more likely to go above and beyond to help others and the company achieve it’s goals. In regards to personal outcomes, employees reap a lot of benefits as well. Employees with leaders that practice these supportive behaviors tend to enjoy better work-life balance, higher life and family satisfaction, and reduced burnout and stress.
Overall, this new meta-analysis re-enforces the important role leaders play in supporting their employees and their families. And, significantly, a meta-analysis means that these findings have been repeated time and time again. It’s time for leaders and companies to really pay attention and ensure FSSBs are happening.
Companies Can Support FSSBs
Leaders can practice family supportive supervisor behaviors themselves, but can do even better if the company culture is aligned with this practice. The study found that creating family supportive policies, flexible work arrangements, and a culture that supports families can help leaders embrace FSSBs. It’s much harder to be supportive if the systems around you are not aligned. Senior leaders should take note and ensure they are creating the right environment to encourage these supportive behaviors. Overall, supporting families is not just a compassionate approach—it’s a strategic move that benefits both employees and the organization.
