How to Train Your Leaders to Support Caregivers

The lines between work life and personal life have blurred drastically over the last few years. Hardly do employees feel they need to keep their personal lives – and the fact that they’re parents or caregivers – hidden anymore. What’s more, employees are increasingly expecting that their employers not only acknowledge their status as real people with lives outside of work, but support their status as caregivers.

Fortunately, supporting caregivers in the workplace is good business, in addition to just being kind. Strong leadership these days means embracing the increasingly diverse workforce, and promoting a supportive environment for caregivers. The result? Improved employee morale and retention - which means lower turnover and an improved bottom line. 

1. Recognizing the Importance of Caregiver Support

Caregivers are not limited to parents. In fact, over 70% of employees identify as some kind of caregiver —which includes parents, those caring for family members and aging parents, and those who are guardians. 

And while caregivers are capable of excelling at work, they face challenges – often in silence – like balancing work responsibilities with their caregiving duties. The unique stresses that caregivers face can impact their productivity, health, and even job satisfaction. 

As an employer, offering support benefits both you and the caregivers on your staff. Benefits that support working caregivers result in a 126% ROI in employee retention alone. That means it’s not only nice to provide support, but a smart business decision.

2. How to Create a Comprehensive Training Program

If you’re not sure how to go about creating a supportive environment for your employees, you can begin by arming their managers with tools to use every day.

• Tailored Workshops: Develop workshops that focus on empathy, communication, and understanding the unique challenges caregivers face.

  
  

• Interactive Training: Incorporate role-playing or scenarios that simulate caregiver situations, helping leaders practice supportive responses.

  
  

3. Promote Open Communication

A common challenge for many employees is feeling unable to share their personal struggles with the leadership team. To avoid stifling your workers, you can develop a workplace culture of open dialogue, where caregivers feel comfortable discussing their needs.

Another option is to implement regular check-ins or feedback sessions where caregivers can share their experiences and challenges. This proactive approach not only generates a culture of trust, but also provides leaders with valuable insights to create a more supportive environment for all employees.

4. Provide Resources and Tools to Support Caregivers

Equip the leadership teams in your organization with resources to help them support caregivers. When they’re able to manage issues as they arise, everyone will be better for it. Some examples of support can include:

• Flexible work options, such as remote work and flexible hours. Parents with young children often have to negotiate shorter school days and random days off with suboptimal child care options, resulting in increased stress and a feeling that they’re failing on all fronts. Flexible work options can help alleviate that stress and provide them the ability to work when they don’t also have to parent.

  
  

• Access to mental health resources or employee assistance programs. Caregivers often feel isolated or alone in their struggles, despite being in the majority. Offering mental health support can help alleviate stress and normalize their feelings.

  
  

• Information on local caregiver support groups or services. Providing your employees with information about local support groups or services can give them a network of people with shared experiences and resources so they feel less isolated.

  
  

5. Lead by Example

If you want to create a truly supportive environment, it’s vital that leaders within your organization model the behaviors they wish to see. By openly supporting caregivers – whether by respecting flexible schedules, encouraging mental health breaks, or sharing their own caregiving challenges – they set a strong example for the rest of the team. 

By providing family-friendly policies and shining a light on managers who actively support caregivers, you not only drive positive outcomes like improved morale and productivity, but you also reinforce a culture of empathy and inclusivity.

6. Measure and Adjust

While your first step should be to incorporate supportive measures into your policies, it shouldn’t be your last. Encourage your managers to get feedback from the caregivers on their teams about the effectiveness of the support you offer. Regular evaluations of the training programs and support initiatives you put in place will ensure that they’re actually meeting the needs of caregivers.

Supporting caregivers in the workplace isn’t just a nice-to-have, it’s a critical business strategy that enhances loyalty, improves productivity, and strengthens your company’s reputation as an employer of choice. Recognizing the unique needs of caregivers results in an environment where your employees feel seen and supported, and also in a healthier bottom line.

Let’s Take the Next Step Together

Training leaders to support caregivers is the foundation of the CARRY™ Consulting process. Book a consultation with CARRY™ Consulting today to enhance your caregiving strategies and start driving real change in your organization.