The Working Mom Balancing Act

Last week, I brought my daughter to the office for Bring Your Kids to Work Day. She loved it.

The day was full of fun-filled activities, pizza, and sweet treats. She got a break from school and had the time of her life.

But what meant the most to me was that I got extra time with her during a normal workday. This reminded me of a conversation I had with a fellow working mom.

How do you succeed at work while also showing up for the unpredictable realities of parenting?

Sick days don’t align with project timelines.
School events don’t respect meeting schedules.
Sleep deprivation doesn’t pause client deliverables.

And yet, many working parents quietly carry the same fear:

“Will this impact how I’m perceived professionally?”

Will I get passed up for a raise or promotion?

Will I lose my job because of this?

Most organizations genuinely want to support employees. Many offer:
✔ Generous PTO
✔ Family leave
✔ Health and Wellness benefits

But parents still struggle with these genuine fears.

These fears lead parents to compensate by:

• Working while sick, children are home (I've done this numerous times)
• Logging back in late at night (Hence, the 9 pm email responses/scheduled emails)
• Avoiding time off even when they need it
• Feeling torn between two roles they deeply care about

That tension doesn’t build strong cultures. It builds burnout.

Supporting working parents is not just a benefit issue; it’s a retention, productivity, and engagement strategy.

Employees who feel supported:

• Stay longer
• Perform better
• Show greater loyalty
• Bring more focus to the work that matters

So what can employers do?

1. Listen First.
Create forums where parents can share challenges and solutions. Not just the parents group on Slack.

2. Normalize Flexibility.
Make it clear that caring for family doesn’t jeopardize growth or advancement.

3. Plan for the Unexpected.
Policies should allow room for real-life situations, not just planned leave.

4. Expand Work-from-Home Options.
Remote work can be a lifeline when balancing caregiving and productivity.

5. Offer Flexible Scheduling.
Productivity isn’t measured by hours in a chair; it’s measured by outcomes.

6. Provide Backup Childcare Resources.
Programs like emergency childcare support working parents when life happens.

I’m still figuring this out myself, balancing career, family, and purpose like so many others.

But one thing is clear:

Workplaces that acknowledge real life gain committed employees.

I’d love to hear from both sides:

If you're a working parent, what has helped you most?
If you're a leader, what strategies have worked for your teams?

Let’s share what’s working and what still needs work.