Flexible work hours allow employees to balance their time, freeing them up to focus on work while at work and other responsibilities outside the office.
Flexible schedules are becoming an increasingly popular – and important – offering. And it serves every demographic in your workforce.
Child care responsibilities arrive with the fanfare of a new baby, while elder care generally simmers below the surface. Yet the impacts are staggering. Productivity losses are estimated in the billions when employees take off time to care for aging parents.
As with any of life’s biggest challenges, elder responsibilities are not limited to the care itself, but knowing where and how to look for it. Finding someone you feel good about is the source of endless hours of searching and many sleepless nights. And this is where EAPs fall short.
A well-crafted dependent-care strategy isn’t a hit-or-miss assemblage; it’s a carefully created puzzle, with the ROI – in avoided absenteeism, engaged parents – as the prize.
As each generation takes on its personal challenges it changes the formula. Women in the workforce necessitated child care. Aging baby boomers continue to necessitate elder care. As is so often the case, people don’t recognize the need for something until it becomes personal.
The endless cycle of exceptionally long shifts and life-or-death decisions puts healthcare employees in a job that challenges their well-being, yet their compromised well-being is the very thing that could challenge their organization’s success. To succeed, employers will need to help their people out.
New organizational perks have spurred debate about whether newfangled corporate campuses and splashy amenities are helpful benefits or merely double-edged enticements to get people to work longer hours. Why can’t they be viewed as beneficial for everybody?
Providing back-up care for employees – short term, replacement care that gets people to work when regular care isn’t available — can absolutely support business continuity. But to be truly effective, the program has to answer a few key questions.
Elder care is being increasingly recognized as a workplace challenge, with AARP saying 60% of those providing elder care work full time. Beyond the numbers, you’ll discover the employees and their stories of the struggle to balance elder care while working and, many, raising children.