Millions of employees are caring for elderly parents. But nearly half of managers are in the dark. And that’s just one business side effect of the current eldercare in the workplace crisis.
Whether you know it or not, elder care is affecting your organization. What exactly can you do to help? For employees caring for their parents or relatives, elder care benefits can be life changing.
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.
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?
Elder Care is a growing dependent-care imperative. Currently, it impacts both the 40-plus million people who today call themselves caregivers to aging parents or other adults – as well as the people who employ them.