Despite being a demographic that is traditionally seen as one that has had trouble remaining in the workplace (especially moms, 43% of whom take a career detour at some point after having a child), Lob has created a culture where parents are thriving, to the point of being their most engaged employee sub-group.

Based on internal reporting, parents at Lob are 17% more engaged overall than their non-parent counterparts, and also had a stronger self-identified bias towards action and contribution towards the broader organization.

Something that stuck out to me as I interviewed these parents in the Lob office was that the question was not if they are going to bring their kids in but when. There is a changing table inside of the beautifully outfitted lactation room, and if childcare doesn’t work out or employees need a day with their kids close by - there is a precedent for bringing them along to work for the day. “Olive is welcome here” was how Victoria Leech, an Executive Assistant at Lob, put it. Olive is now 2, and even earned a spot on the company’s career page for the time she spent in the office as part of Leech’s individualized transition back to work after having her. Lob’s culture around children felt akin to how many offices treat pets - where as long as it’s not a big distraction/danger to others, it’s nice to have them close by and share them with your work compatriots.

Digging deeper - the thing I was most impressed with is that it wasn’t about policies or even just parents at Lob - genuine Trust and Agency seemed paramount in most organizational decisions.

Michael Selvidge, Head of Communications at Lob summed it up saying “it’s nice to work in an environment (with leaders and colleagues) who respect my needs in and out of work. I would say more than anything what’s special about Lob is the environment it cultivates not just for parents, but anyone regardless of culture, ethnicity, gender identity etc.”

With respect to working parents, the organization seems to trust that the employees know what specific logistics work best for themselves so that they can contribute best to the company’s mission - and then supports that work plan. Michael added, “Lob respects my schedule. They trust me that I will be able to get the job done, even if I have to leave the office early (which I do every day at 4:30) or WFH when my kids have doctor’s appointments.” 

Policies are important, but cultivating a culture where each employee is empowered to construct their own structure as individuals is paramount. Leech mentioned that instead of creating reactionary policy based on one person, providing space and agency tends to lead to the best results: “Find out what works for you and that tends to work for everybody.”

Policy and structure are definitely key parts of the equation, although it’s important to acknowledge that most policies treat the group as one, instead of recognizing that each individual thrives with a unique structure of support. Lobsters let me know that they value internal policies like “unlimited PTO that’s actually unlimited” and “the BEST healthcare,” but also appreciate that each team and employee has a say in what their own structure looks like. “Strength in the Collective” is one of the organization’s core values and this manifests in employees advocating for each other to be sure everyone has the support they need to contribute to long term growth together.

Fostering a culture where employees can have ownership and input has helped Lob support parents and turn them into engaged ambassadors who are eagerly contributing as the company continues its rise.

Lob is streamlining the direct mail and address verification space with API’s and has raised $29.4 million dollars to date including it’s Series B round in 2017. This article was not solicited but was written with permission.

Want to learn more about how to engage and support parents at your workplace or on your team better? Want to be considered for a future feature on employers who are excelling in this space? 

Email Nikki@HustleHunters.com