How Lack of Manager Training Is Undermining Your Caregiver Policies

Written By Paula Faris

So, you think you’ve done everything right when it comes to your caregiver policies: You’ve invested time and resources into creating thoughtful benefits, from flexible schedules to paid parental leave and return-to-work programs. On paper, you have! 

But here’s the hard truth: without proper manager training, even the most progressive caregiver policies can fail.

Policies Don’t Work If People Don’t Use Them

Unfortunately, many caregivers don’t feel empowered to take advantage of the benefits available to them, even if they want to. That’s because they’re worried about the consequences. Will they be seen as less committed? Will they fall behind? Will their manager quietly resent them?

Research shows that when policies aren’t modeled, encouraged, or normalized by leadership, they often go unused or create quiet resentment on teams. That’s where managers come in, and why their role is critical.

Managers Are the Gatekeepers of Culture

Unsurprisingly, most employees don’t interact with HR daily. Instead? They interact with their direct supervisor. And it’s that manager’s attitude, understanding, and communication style that shapes whether a caregiver feels supported or sidelined.

If a manager:

  • Doesn’t understand the ins and outs of your caregiver policies

  • Hasn’t been coached on how to handle transitions like parental leave or part-time schedules

  • Views caregiver accommodations as a burden to the team

…then your policies might not be doing what you intended.

The Impact of Poorly Equipped Managers

Even well-intentioned managers can cause unintentional harm without proper training. Common issues include:

  • Inconsistent application of policies — leading to confusion, inequity, and mistrust of leadership

  • Poor communication before, during, and after leaves — creating stress for both caregivers and their teams

  • Lack of reintegration support — causing returning parents to feel disoriented or disengaged

  • Subtle bias — such as assuming a parent won’t want a promotion or high-stakes project

These mistakes don’t just affect the caregiver. They can actually affect team morale, retention, and overall performance. And just like that, your culture suffers.

Training Managers Isn’t Just Helpful, It’s Business-Critical

Supporting caregivers isn't just a DEI initiative. Rather, it’s a talent retention strategy. Companies that invest in manager education around caregiving topics see measurable results:

  • Higher retention of high-performing caregivers (often women)

  • Smoother team transitions and less disruption

  • More equitable career advancement

  • Better overall employee engagement and satisfaction

Studies have shown that effective managerial support through parental leave resulted in 71% retention (vs, 41% for those with ineffective managers.) Why? Because training helps managers feel confident, reduces unconscious bias, and ensures they have a clear playbook to follow. In short, training your managers on caregiver policies protects your investment in those benefits AND your people.

Where to Start

If you’re ready to strengthen the link between policy and practice, consider:

And perhaps most importantly: hold managers accountable not just for performance outcomes, but for how well they support employees through life’s transitions.

Let's Take the Next Step Together

Your caregiver policies are only as effective as the people implementing them. Without trained, empathetic, and well-prepared managers, even the best policies can fall apart. But with the right tools and support, your managers can become powerful allies in building a truly inclusive, high-performing workplace.

Supporting leaders to build strong employee-centric strategies is the foundation of the CARRY™ Consulting process. Book a consultation with CARRY™ Consulting today to walk the walk.

Paula Faris
Next

When “Family-Friendly” Means Nothing: How to Build Trust Through Action