Caregiving is a reality in many workers' lives today.
Recent studies indicate approximately 15% of today's workers and 21.
2% of the total adult population are unpaid caregivers for an adult loved one.
In addition, another 5.
6% are "sandwiched", i.
e.
caring for both an adult and child as an unpaid caregiver.
Caregiving can insidiously take its toll on work performance.
Caregiver fatigue or burnout may begin to manifest itself in a slow continuum of actions and behaviors.
Under some conditions, caregivers may exhibit signs of urgency to leave work exactly on time or early, begin to exhibit periodic tardiness, reduce attention span during meetings or begin to limit or remove themselves from group or team activities.
There may be outward physical signs of sadness or grief.
Managers or supervisors may also witness a decline in the employee's work engagement and organizational commitment.
A caregiving employee who is becoming disengaged from juggling work/life commitments may also negatively impact team performance if not managed in a proactive manner by the manager or supervisor.
What can you do as a manager to support your employee who is a caregiver for a loved one? What can you do to maintain your employee's engagement with their job and increase organizational commitment?
By directly aligning your personal leadership core values with the organizational culture of recognizing contributions and respecting employees and their work/life commitments, you can create, support and sustain a dynamic, productive team and meet your business objectives.
Recent studies indicate approximately 15% of today's workers and 21.
2% of the total adult population are unpaid caregivers for an adult loved one.
In addition, another 5.
6% are "sandwiched", i.
e.
caring for both an adult and child as an unpaid caregiver.
Caregiving can insidiously take its toll on work performance.
Caregiver fatigue or burnout may begin to manifest itself in a slow continuum of actions and behaviors.
Under some conditions, caregivers may exhibit signs of urgency to leave work exactly on time or early, begin to exhibit periodic tardiness, reduce attention span during meetings or begin to limit or remove themselves from group or team activities.
There may be outward physical signs of sadness or grief.
Managers or supervisors may also witness a decline in the employee's work engagement and organizational commitment.
A caregiving employee who is becoming disengaged from juggling work/life commitments may also negatively impact team performance if not managed in a proactive manner by the manager or supervisor.
What can you do as a manager to support your employee who is a caregiver for a loved one? What can you do to maintain your employee's engagement with their job and increase organizational commitment?
- Before jumping to conclusions, take time with your employee to talk and listen.
Open your heart and suspend judgment.
Be aware of your own possible biases before you begin the conversation.
Many employees are afraid to share personal caregiving information with managers for fear of discrimination.
Let the employee know you are concerned, what you have observed and ask what you can do to help.
Relate your organization's commitment to a professional work environment that recognizes and appreciates the contributions of all staff members and demonstrates respect for employees' personal life obligations. - Each individual who is caregiving has different approaches to managing his/her situation.
If you have several employees who are caregivers, take into consideration any personality differences or communication styles that may impact your approach to the discussion.
Do take into consideration that under stress, these styles and preferences may change. - Address performance concerns in an open, honest, and caring manner.
Consider using compassionate coaching instead of consequential corrective action as your first tool to help the employee improve performance. - Encourage positive, supportive team dynamics and demonstrate the behaviors you want your team to exemplify.
For example, do not allow team members to make begrudging, vicious or rude comments about the caregiver's situation and performance in public.
Encourage a team environment that reflects your organization's commitment to respecting others. - Partner with your HR department to determine workable strategies to bring relief at home and productivity at work.
If you organization is required by law to comply with the Family Medical Leave Act, offer this protection to the employee.
Follow your organization's policies in regards to the application and documentation process.
By directly aligning your personal leadership core values with the organizational culture of recognizing contributions and respecting employees and their work/life commitments, you can create, support and sustain a dynamic, productive team and meet your business objectives.