Talking Points
Talking Points for Decisionmakers
These talking points can be shared by your HR with C-suite leaders, to convey both the breadth of child care challenges that employees face and the potential ROI associated with a long-term commitment to child care support.
1. Needs Statement
Start by establishing the need for stronger family support. Clearly outline how addressing these needs can lead to targeted solutions. For example: If your company experiences above-average time to hire or higher-than-average attrition, emphasize how child care support can help mitigate those obstacles. This is a good place to outline the results of your Employee Child Care Needs Survey.
3. Value for Money
Emphasize the tangible value provided by the investment, such as improved performance, higher retention, and employee advancement. Ensure leadership understands the ROI without relying on emotional appeals. If possible, offer flexible options and solutions. This can make the pitch more attractive to risk-adverse leaders.
2. Benefits Statement
Outline the benefits that are currently offered to employees and share any measurable successes. Itemize industry and scale-relevant child care benefits where your company might be lacking, and frame these potential offerings in a manner that leadership can pick and choose a variety of potential improvements in the child care benefit space.
4. Post-Pitch Follow Up
Ensure the conversation continues after the initial pitch. Follow up regularly with data associated with employee attraction and retention or share stories that highlight competitor successes. This ongoing engagement can reinforce confidence in the investment. Be patient. Building support may not happen overnight.
5. Demonstration
If feasible, offer a demonstration of how a child care investment might work. This provides leadership with a concrete understanding of the concept and can often help overcome objections associated with the risks. See Case Study in the Resources section of this guide.