Karen is 44, employed full time, and raising a family.
Her mom, Jewel, was living at home alone and fully independent. Everything thing was fine. Then it wasn’t. Karen got the phone call anyone with a Perennial dreads.
Mom had fallen and was on her way to the hospital. Karen dropped everything and went straight to her mom’s side.
Over the next few weeks, Karen spent many hours at the hospital. She had to help her mom make healthcare decisions, financial decisions, deal with insurance, and take care of the house. At the same time working full time, getter her kids to sporting events, and managing her household.
Karen, like so many caregivers, was STRESSED OUT.
Her mother’s care was taking so much time, Karen started getting to work late and having to leave early. She had trouble concentrating on her job, having to take phone calls several times a day to deal with her mother’s care.
Luckily for Karen, her boss knew could tell something was off. She called Karen into her office to discuss all the recent changes in her performance. And she asked Karen if there was something going on that had caused this shift.
Karen explained all that she was doing for her mom, and apologized for all the time it was taking.
Her boss said, “So it sounds like you have become a caregiver for your mom.”
Karen argued she wasn’t. “All this is temporary. I’m just being a good daughter. Mom will be better soon and things will get back to normal. I don’t need any work changes”
Her boss offered the perfect response. “Do you know our company has several resources you can use to make all this easier?”
Karen is hardly alone in her situation. Caregiving not only takes a toll on family members, but also on the businesses who employ them.
Of Caregiving employees:
- 22% have quit their jobs
- 81% experience added stress or anxiety at work
- 83% have taken time off work to provide care
- 90% feel that their company lacks caregiver support
This toll costs American businesses approximately $32.8 billion per year.
Businesses that realize the impact of caregiving on their employees and offer benefits to help are looking out for their employees and their own bottom line.
Research shows that of caregiving employees:
- 57% Need medical care for a mental health conditions (e.g., depression, anxiety, stress)
- 55% Feel their physical health has suffered
- 54% Lack time to attend medical appointments for themselves
- 47% Feel Depressed
So being a business that offers support to caregiving employees is the smart thing to do.
When Karen came to me for help, I made sure she took advantage of these benefits. Her company offered flexible work schedules and long-term care planning assistance, both of which were a tremendous help as she adapted to her new caregiving role.
As we talked about her new role, I asked Karen why she was reluctant to use the benefits her company offered.
“First, I didn’t realize my company offered caregiving benefits. I am sure they mentioned them when they hired me, but I never thought I would be a caregiver. So I didn’t think about using them.”
“Then, when everything was happening with mom, you are racing through your day putting out fires. You convince yourself that the changes are temporary, and that everything is going to go back to the way it was. So I didn’t really think about myself as a caregiver, or that this could be the new normal. After about 3 months though, I was burned out and desperate for help.”
“On some level, I also thought that if I took advantage of the benefits my boss and co-workers would see me as less committed or incapable. Even after my boss suggested I take advantage of them I had to become desperate before I was willing to admit I needed them.”
Karen’s advice to others in a similar position?
“Find out what benefits your company offers and USE THEM. Not doing so is just making life harder.”
Find out if your company offers caregiving benefits. If they do, USE THEM! If they don’t, start the conversation. 1 in 5 employees is caregiving for a perennial. Help make your workplace a better environment for all.
