Work and Family Month

October is Work and Family Month

In the spirit of Work and Family Month, we are celebrating those managers and supervisors who provide support, show empathy, and offer day-to-day assistance and resources to help their staff facilitate their professional and personal demands.

We received about 200 nominations of amazing mangers/supervisors and will honor them with a recognition breakfast reception during the month at both the Davis campus and Health campus.

We collected hundreds of comments and stories of professional and compassionate supervison (see some below). We were suprised, heartened, and emboldened with the immese response and the depth of care, concern, and deep appreciation between staff and supervisors we found here at UC Davis. We should be proud to employ these individuals.

Thank you to those who recognized their managers/supervisors and thank you to our wonderful managers and supervisors for being a shining example of positive worklife integration and effective management.

Congratulations to the following list of manager/supervisors recognized as Worklife Champions, thank you for making UC Davis a great place to work and grow!

Leonard Abbeduto

Andrea Aguilar

Matt Aguilar

Tim Akin

Julie Alires

Kent Anderson

Shelene Anglin

Debbie Armstrong

Barbara Ashby

Cary Avery

Rosana Avila

Lois Baertschi

Ellen Barnes

Sheila Barry

Jennifer Billeci

Lanette Bingaman-Rodriguez

Jaskaran Birak

Pamela Blanco

Lisa Blecker

Ellen Bonnel

Stacey Brezing

Kimberlie Brooks

Scott Browne

Nancy Bulger

Rita Bunch

Ronald Burt

Loreli Burton

Jason Buzon

Ashley Cameron

Carina Celesia Moore

Alfred Chan

Calvin Chang

Damian Chapman

Carrie Chown

Elizabeth Clark-Anibaba

Mary Cocke

Sonja Colbert

Charles Gabriel Coleman

John Cook

Nefretiri Cooley-Broughton

Kelly Crabtree

Mary Pat Curry

Lori Dana

Angelina de la Rosa

Caryn De Moura

Kristin Dees

Tina Denena

Marj Dickinson

Damia Dillard

Catherine Dizon

Donald Dudley

Alan Ekstrand

Anuurad Erdembileg

Galyna Erdman

Jill Evans-Grinbergs

Linda Fairfield

Bonnie Falor

Kori Fienstein

Monica Fischer

Linda Forbes

Helen Frasier

Joanna Garcia

Susan Gardinor

Anya Gibson

David Ginsburg

Kathleen Gleed

Katica Got

Molly Greek

Charlene Green

Stephen Green

Stephen Griffey

Brian Groeschel

Steven Gutierrez

Julia Halladay

Lindsay Hamasaki

Angela Haney

Sophia Haro

Leigh Ann Hartman

Michele Hassett

Paul Hawley

Jane Heinig

Courtney Hennigan

Hnouzong Her

Penny Herbert

Jacob Hosier

Carol Hunter

Daniel Isidor

Monica Jackson

Eva Jakab

Deb Johnson

Jana Katz-Bell

Jennifer Kellogg

Vivian Khem

Perry King

Kaylie Kingston

Sarah Koller

Leah Krubitzer

Simone Kueltz

Hollis Kulwin

Harmony Lindberg

Brian Linhardt

Brendan Livingston

Aaron Locquiao

Susan Lopez

Meshell Louderman

Daniel Marenco

Rosemary Martin-Ocampo

Molly McCarthy

Evelyn McCleer-Goodman

Christopher McGuire

Nancy McTygue

MaryAnn Mellor

Trish Miller

Kyra Mills-Parker

Kathy Miner

Karl Mohr

Janice Morand

Sam Morley

Sondra Munson

Clinton H. Neagley

Robin Niemi

Karen Nofziger

Brooke Noonan

Colette Nuno

Michele Ono

Nora Orozco

Karen Ostergard

Jennifer Paoli

Tricia Parker

Ryan Peck

Katie Peterson

Tim Phillips

Elaine Phipps

Maurice Pitesky

Jessica Potts

Leana Quant Faragasso

Nicole Rabaud

Jennifer Radke

Kelly Ratliff

Sara Reed

Dawn Roarty

Michael Rogai

Michelle Roppeau

Peter Ruan

Allyson Sage

Kem Saichaie

Sandra Santiago

Kathy Schlosser-Atkins

Christine Schmidt

Nicole Seemungal

Jennifer Short

Kellie Sims-Butler

Amitoj Singh

Tejinder Singh

Derek Sisneros

Christina Slee

Kristine Sleuter

Amie Smith

Lee Smith

David Spight

Katrina Spridgen

Jill Steinbacher

Amanda Surrell

Erum Syed

Darla Tafoya

Kevin Talbot

Shannon Tanguay

Lisa Terry

Aaron Trammell

David Trombly

Glee Van Loon

Mary Vasquez

Megan Villasenor

Kelly Wade

Michael Wall

Caren Weintraub

Trina Wilson

Joann Wilson

Nancy Wilson

Michelle Wong-Abellana

Jennifer Wyatt

Andy Wyly

Lina Young

Sheri Zidenberg-Cherr

The Business Case for Being a Worklife Champion

Research shows that employees who feel they have higher well-being are more likely to be engaged in their work, see a future with their employer and recommend them as great places to work.

We’ve all heard it, “People don’t leave companies; they leave managers.”  Unfortunately, there is data to support that idea. Research from the Gallup, 2013 State of the American Workplace Employee Engagement Study, found that 50% of employees leave their job “to get away from their manager to improve their overall life at some point in their career.” Gallup identified four traits of successful managers discussed in this Inc. article:

  • They are honest and transparent.
  • They are supportive.
  • They recognize the talents and strengths of their tribe.
  • They display empathy.

Notice that the biggest human capital gains come not from reports, meetings or quotas, but on a humanistic managerial style, which is essentially worklife in action. This support and empathy can come in the form of providing resources to the expectant parent or returning breastfeeding mom, creating flex around lunch for an employee who wants to attend a campus support group for caregivers, providing financial education to staff to extend their paycheck, simple recognitions, listening, autonomy and guidance, supporting professional development, or encouraging people to utilize their vacation/sick time. 

Work, Family & Health Network (WFHN)a transdisciplinary research effort created by the National Institutes of Health (NIH) and the Centers for Disease Control and Prevention (CDC) pilot work found that workers supervised by family-supportive managers were significantly more likely to experience lower levels of work-family conflict, higher job satisfaction, lower intention to change jobs, and higher reports of physical and mental health. All of which will lead to a more productive and engaged employee.

Over and over, these are the important bits and pieces we heard from our staff appreciating these little things that mean so much.  

Here are some quotes we received that illustrate worklife in action...

She cares and goes out of her way to make sure I'm happy in my position, have opportunities for growth, and have the support I need at work and outside of work.

He encourages his employees to balance productivity, accountability, happiness and family values on a daily basis.

Provides me the space I need to complete tasks, but always makes it clear that she is there for me if I need her.

She recognizes that we all have personal lives and need some flexibility to deal with health issues, caring for an aging parent, and unexpected crises that happen to anyone with a home.

She trusts her staff to put in their 40 hours/week and be conscientious, with the flexibility to balance the home life as well. 

He encourages development and growth by asking questions, rather than simply providing answers, so that we can think creatively ourselves.

As a group we are all very busy - but she's definitely shown a side to all of us that recognizes that family needs are a priority as they arise and that we will find ways to get work done by helping each other.

She recognizes our hard work, promotes sick and vacation leave to "recharge" so we avoid feeling burned out, and creates a culture of support within all of our projects. 

She always encourages me to grow and gives me new tasks to develop myself further.

He is a model of integrity. He treats everyone as individuals who have value and deserve respect.

I like how he encourages us to walk on our breaks. It’s great to get away from your desk and breathe a little fresh air.

Our supervisor implemented some work from home policies that benefited the entire department and was inclusive of everyone's varying schedules.

and the results...

I would not still be able to work if it were not for having such a supportive, understanding, and encouraging supervisor.

The staff truly appreciate it and it builds loyalty and a collaborative spirit. This is truly a great place to work.

Because we feel seen and respected as whole people, this boosts morale and enables us to bring our full selves to our work.

I feel valued here at UC Davis, and I know my work has an impact, because she has provided a space for me and my peers to flourish.

Feeling supported at work to take some time off to walk my children to school or pick them up on their first day has meant so much to me.

I don't have to feel stressed in my personal life because she allows me the time I need to take care of my family. I don't have to feel stressed at work because she gives me the support I need to do my job and backs me up. This makes me want to do an exceptionally good job for her and UC Davis.

I believe I would not have had any success at my job without her support and guidance.

Our unit has an excellent reputation across campus and I believe it is due to the hard work and efforts that she has made over the years to ensure that employee morale is high and that everyone's voice is heard equally.

It is appreciated more than she could ever know.

Since she is so supportive and trusting, it makes me want to go above and beyond for her and UC Davis.

If I was a supervisor, I would like to be like her.

She is fair, understanding, motivational, and knows how to get the best out of me.

The work that we do feels more purposeful, visible, and appreciated since she has been in this position. Morale in our unit has significantly improved, which I attribute directly to her leadership and supervision.

She makes her staff feel appreciated and valuable. I have never worked for a manager quite like her and I feel privileged to be part of her team.

Our team's productivity and morale has blossomed.

Her guidance, support and constant concern for our wellness is such a strength for our unit. When your own life is centered and balanced, and you feel support from those around you, your work improves and you are able to get things done and not be distracted. 

Most of all she really does care about the well-being of her staff and makes our work place feel welcoming and positive, no matter how stressful the day can get.

I am certain that the culture in our program adds measurably to our productivity and work-life satisfaction.

Supplemental content

Work and Family Month logo
  • October observation was established in 2003 by U.S. Senate Resolution 210.
  • Aims to raise awareness of the importance of work-life policies and programs that attract, retain and engage a talented workforce.
  • “Reducing the conflict between work and family life should be a national priority.”

The Business Case for Being a Worklife Champion

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Research shows employees with higher well-being are more likely to be engaged in work, see a future with employer, recommend them as great places to work.