Many employees find themselves not only navigating the challenges of their professional careers but also shouldering the responsibilities of caring for a loved one. Balancing these dual roles can be a daunting task, leading to burnout, decreased productivity and a decline in overall well-being.
Here, Forbes Human Resources Council members explore 20 essential ways that leaders can implement support for their employees who are also caregivers. These strategies can not only improve the employee’s experience but also benefit the organization as a whole.
1. Understand What They Need
Talk to the employee(s) to better understand what their needs are. It is better to go directly to the source versus assuming what the needs are. Be open and honest about what is possible and what is not. – Oksana Lukash, Avid Bioservices
2. Adjust Meetings And Expectations
In our work-from-anywhere model, employees are working from home while helping children get to and from school, caring for their elderly parents or tending to relatives with disabilities. Adjust meetings and timely expectations to accommodate their needs. Our employee resource groups have even created support groups to cultivate community among caregivers. – Tammy Harper, CAI
3. Demonstrate Empathy Through Conversation
Caregiving can be overwhelming. Checking in and demonstrating empathy goes a long way in making employees feel supported. Provide leaders with the tools to have one-on-one conversations, including what type of employee support would be most helpful. Where possible, connect caregivers to information and decision-making support via specific groups aligned with their loved one’s condition or needs. – Jennifer Rozon, McLean & Company
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4. Facilitate Team Leadership Retreats
Executive teams can reenergize burned-out mid-level leaders with facilitated offsite retreats. These retreats combine relaxation, professional development and team building in a refreshing environment. Activities include leadership workshops, team exercises, wellness sessions and strategic planning. This change of scenery, skill enhancement and team cohesion can provide a much-needed boost. – Bala Sathyanarayanan, Greif Inc.
5. Offer Services And Utilize Resources
Employers can partner with companies that provide life concierge services. These services can help employees and their families with everyday tasks and options. Employers can also utilize their benefit consulting resources. These are all resources that translate directly to the employees and help make their lives easier. – Omar Alhadi, Adobe Population Health
6. Conduct Check-Ins Regularly
Regular one-on-ones create clarity and alignment, particularly monthly well-being conversations and weekly task check-ins. These two types of one-on-ones would ensure they constantly align and adapt as plans, needs and priorities change. This is a silver bullet that always works to increase general levels of well-being and performance. – Christian Møller, Zoios
7. Create A Space For Them To Relax
Provide employees a quiet zen-like room to retreat to, where they can go to unwind during the day to decompress and clear their minds. This is beneficial for those who are caregivers and others who are dealing with stressful work or life issues. – Tracy Jackson, Clutch
8. Foster An Open And Caring Work Culture
Create a culture where an employee can bring their whole self to work and can share without repercussions on their outside work responsibilities. It’s also critical that the organization provides tools and resources to help employees’ personal and professional needs. – Rohini Shankar, Nations Benefits
9. Implement Flexible Work Schedules
We’ve instituted flexible schedules for people who are caregivers. They can take time off to attend appointments and take care of other related personal tasks. They can work either earlier or later in the day, or even on the weekends to make up the time they missed. They also have flexible start times. Our main focus is on getting the job done, and employees have flexible hours to ensure that happens. – Erin ImHof, CertiK
10. Make Their Value Known
Leaders must recognize that creating a supportive culture is more than just performance management and making people feel comfortable; it is about showing employees that they are a critical component of the business’s mission, regardless of family obligations or personal issues. People’s problems are transient, but their professional attitude and loyalty are eternal. – Dr. Nara Ringrose, Cyclife Aquila Nuclear
11. Prioritize Employee Well-Being And Needs
It’s no coincidence that employees who care for loved ones often leave companies that require a full-time, in-office schedule in favor of those that offer remote or hybrid models. By embracing a people-centric culture that prioritizes flexibility, as well as caring for family members, co-workers and clients, leaders will see it pay off in employee engagement, talent attraction and retention. – John Feldmann, Insperity
12. Maintain A Supportive Workplace
Being a caregiver is one of the most difficult challenges often faced by employees. Trying to balance the role of a caregiver and employee can be daunting. Leaders play an important role in supporting employees who find themselves in the caregiver role. Offering a supportive work environment can demonstrate the organization values their well-being. – Michelle Ray, Blackwell HR Solutions
13. Demonstrate Commitment To Employees
Leaders must recognize that, above all things, being committed to their people is paramount. By connecting them with resources like the National Family Caregivers Association, leaders demonstrate a genuine commitment to their team members. After all, employees are at the heart of an organization’s success, and their well-being is a critical investment. – Joseph Soares, IBPROM Corp.
14. Connect Them With The Ombudsman
Encouraging them to take advantage of medical leave without the pressure of how it might affect the company is crucial. If an employee has a parent or loved one living in a local skilled nursing or assisted living facility, they should connect with the ombudsman. Each state should have a designated ombudsman to help family members navigate care. – Laura Spawn, Virtual Vocations, Inc.
15. Be Vocal About Available Options
Beyond offering the obvious flexible scheduling and remote work options, communicating clearly that they have options with the company is key. HR offering part-time or reducing hours, unpaid leave, a sabbatical or even job sharing are all levers that can be explored with working with employees who are balancing care for a loved one. – Jessica Wallen, Marten Law
16. Establish An Employee Resource Group
Ask them how you and the organization could support them. Set up an employee resource group for the parents and caregivers. Work towards building a culture of psychological safety and holistic well-being across the organization. – Sudhir Singh, Sound Agriculture
17. Explain How Benefits Will Support Them
Caregivers should be encouraged to take advantage of benefits such as remote work, flexible schedules and employee assistance programs. Though employers often overview these benefits during onboarding, employees may need more education on the programs and perks available to support them and their families. – Niki Jorgensen, Insperity
18. Learn Best Practices Through Professionals
Most communities have offices on aging or nonprofits that support persons with disabilities. HR leaders can meet with these professionals to learn the best ways to support caregivers. – Lisa Shuster, iHire
19. Offer Employee Assistance Programs
Offer employee assistance programs through third parties! They can provide access to guidance and support, such as counseling, financial planning and referrals to caregiving services and groups for specific needs and locations. – Kimika Banfield, Arootah
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