PUBLISHING & EDITORIAL
SENIOR VICE PRESIDENT,
PUBLISHING & MEDIA
Jessica Perry | Jessica.Perry@shrm.org
VICE PRESIDENT, EDITORIAL
Tony Lee | Tony.Lee@shrm.org
Christina Folz | Christina.Folz@shrm.org
Desda Moss | Desda.Moss@shrm.org
John Scorza | John.Scorza@shrm.org
Dori Meinert | Dori.Meinert@shrm.org
COPY DESK MANAGER
Gretchen Kraft | Gretchen.Kraft@shrm.org
Erin Binney, Natalie Kroc | Erin.Binney@shrm
Allen Smith, J.D., Lisa Nagele-Piazza, J.D.,
SHRM-SCP | Allen.Smith@shrm.org,
Kathy Gurchiek, Roy Maurer, Stephen Miller,
CEBS, Beth Mirza, Dana Wilkie, Aliah Wright
DESIGN & PRODUCTION
DIRECTOR, CREATIVE SERVICES
Jenny Mazer | Jenny.Mazer@shrm.org
John R. Anderson Jr. | John.Anderson@shrm.org
SENIOR DESIGN SPECIALIST
Mari Adams | Mari.Adams@shrm.org
Julia Tylor | Julia. Tylor@shrm.org
Kathy Jackson | Kathy.Jackson@shrm.org
VICE PRESIDENT, ADVERTISING
SALES & MARKETING
Tim Canny | Tim.Canny@shrm.org
Source: Addison Group.
How can HR deal with parents of employees who
want to be involved in their adult children’s jobs?
As the youngest Americans take on their first positions, helicopter parenting is enter-
ing the workplace in full force. Mom and Dad are not just calling to ask the status of
applications or sit in on interviews anymore. In many cases, they have now become
lobbyists, contacting HR to negotiate higher salaries, promotions and
more vacation time for their kids. Increasingly, workers are even
involving their parents in disciplinary meetings.
You may need to politely notify these deeply involved par-
ents that they will need to communicate with their child
directly about work issues rather than contacting the
employer. It is perfectly legitimate for an organization to have
a policy stating that staff will speak only to employees regard-
ing job-related matters, including disciplinary actions. An
exception may be for those under the age of 18. Although
there is no legal requirement to allow parental involvement
for minors, it may be a good idea to ask these young workers
their preference. In some instances, a parent’s presence dur-
ing disciplinary meetings could help avoid misunderstandings
regarding performance issues or allegations of wrongdoing.
In recent years, some companies have sought ways to make par-
ents’ interest and enthusiasm in their children’s jobs work for them.
For example, Google and Linked In have implemented events such as
“Take Your Parent to Work Day,” which they believe can help increase
employee morale and subsequently boost productivity and retention.
At times, it can be awkward and even tense when parents become overly involved
in their children’s jobs. That’s why it is important, whichever approach you choose, to
adopt clear policies and make sure your youngest workers know what they are.
—Brenda Ortega, SHRM-CP
The View from the Top Is Rosier
Executives are far more optimistic than employees that corporate America is
headed in the right direction on multiple issues.
Training staff for the future
Hiring the right people
Loyalty to employees
Retaining top talent