Expected benefits of the program for employees – use the results of the PAWrometer™ survey here, too. Share information about anticipated impact on your employees. It also helps to show leadership the level of employee interest. You could conduct an informal survey to understand what percentage of employees at would enjoy a pet-friendly workplace program. However, be careful not to get employees’ hopes up without management buy-in.
Expected recruiting impact – look at the companies with whom you compete for talent, both in your local area and nationwide. How many of them have pets at work policies? Have any of them gotten positive PR because of a pet-friendly program? Do you think you could tout pet-friendliness to get an edge over competitors?
Expected financial implications – while creating a pet policy that’s right for your organization will take time and research, be ready to give at least a high-level overview to your management. Include expected implications such as creating a pet waste space on your property or the need to renegotiate your lease to add pets.
Guidelines for success – let your management team know that if they give pet-friendly program approval, you intend to follow best practices. That would include having a clear policy, training, and guidelines for pets and their owners.
Testimonials – if you find that some of your management team members have had experience with a pet-friendly program, or are strong supporters of the idea, see if you can engage them to provide testimonials. They can help personalize how powerful having pets at work could be for your organization.
Want more tips? Check out the PETS WORK AT WORK™ Toolkit for info about how to start and maintain a successful pet-friendly workplace program.
*If you choose to use the PAWrometer™ survey results, please identify them as originating from The BANFIELD™ Pet Hospital PAWrometer™ survey.