Human Resource Management: Juggling Work and Caregiving
Supporting employees who are working caregivers with juggling work and caregiving for elderly parents is a human resource management caregiving challenge. Achieving work-life balance under normal life circumstances can be demanding. Offering caregiver human resource programs is beneficial for working caregivers.
Becoming a caregiver is one of the most stressful life events. Caregiving is a combination of multiple stressful life events that include caring for loved ones until the eventual death of an elderly parent or spouse. Making a commitment to human resource management caregiving programs empowers employees to take control of caregiver responsibilities that may feel overwhelming.
Caregiving Affects Family Relationships and Health
Other stressful life events are marital stress, divorce, separation, or reconciliation. Being a caregiver can place significant stress on marital relationships when one or both spouses care for an elderly parent.
Caring for elderly parents results in family concerns about money to pay for care costs. When children are present, time devoted to raising children is sandwiched between caring for children and elderly parents.
Watching the changes in the health of family members results in physical and emotional Illness for working caregivers. Add to this worry the thought of losing a job because of time committed to caregiving responsibilities.
Consideration may also be given to reducing work schedules that will negatively impact household income. Human resource management caregiving programs can reduce stressful life events that affect the ability of working caregives to be mentally present at work.
Juggling Work and Caregiving
Juggling work and caregiving is a commitment by caregivers that pushes all of the stress buttons. Caregivers feel responsible but dislike how the role of caregiving changes a life. Time pressures result in caregivers limiting self-care activities that help reduce stress. Pamela’s caregiver human resource programs include unique programs that address self-care, health, and well-being in addition to caregiver support programs.
Worries about a supervisor being aware that an employee is caring for an elderly parent is common. Employees worry about coming in late to work, leaving early, or having to take time off work to care for elderly parents and family members. Caregivers want to work and be proud of their efforts.
The emotional tug of war to care for elderly parents strains the ability of caregivers to fully commit to work. Concerns about being viewed as less reliable and committed are common working caregiver concerns. Other workplace concerns include the effect of being a caregiver on future raises or promotions.
Thirty percent of caregivers quit their jobs because of concerns of not being able to complete work projects. Half of these caregivers are age 50 or older. Human resource management caregiving programs can decrease employee resignations by acknowledging and providing support to ease stressful caregiving situations.
The Personal and Workplace Costs of Caregiving
The effect on future earnings, retirement savings, and the ability of the caregiver to re-enter the workforce result in anxiety. Most caregivers are unable to return to work at the same level of pay or position.
Women, who spend time out of the workforce raising children and caring for elderly parents are at a financial disadvantage. Working women caregivers expess concerns about not saving or earning enough money according to a Merrill Lynch report. Financial discussions have mainly been viewed as male discussions leaving women desiring more information.
Retaining High Value Employees Result From Caregiver Human Resource Programs
The time demands of being a caregiver effect company productivity. Absenteeism, presenteeism, mistakes in the workplace, loss of knowledge when a long-time employee leaves, and the replacement cost of employees are some of the costs that result from stressed and distracted working caregivers.
Caregivers burning the candle at both ends are less productive. Co-workers take on work that is behind schedule or incomplete. When teams and employee relationships are strained the workplace becomes divided. Judgment by non-caregivers can be damaging and build resentment that may be difficult to resolve.
Caregiver Human Resource Programs Are Beneficial
Talking about caregiving responsibilities may be uncomfortable for a supervisor with no life experience as a caregiver. The workplace openly talks about having children and the responsibilities of childcare. Caregiver human resource programs that are relatable to the daily experience of caregivers can improve workplace caregiver preseentism.
Unique solutions that are accessible, and offer practical information, with step-by-step processes are valuable and offered by Pamela D. Wilson. These solutions include specially developed employee education programs, dedicated webinars, exclusive podcasts, copies of Pamela’s book The Caregiving Trap: Solutions for Life’s Unexpected Changes and more.
Caregiving Becomes a Second Full-Time Job
As caregiving responsibilities increase, caregiving becomes a second full-time job for many working caregivers. Working caregivers spend 20-40 hours a week, in addition to a full time job, helping elderly parents with a wide variety of tasks. Caregiver support helps elderly parents remain at home and avoid more expensive types of care like moving to a nursing home.
Caregivers perform medical and nursing tasks as the care needs of elderly parents advance. Fear exists in making mistakes. The complexity of tasks increases to managing incontinence, preparing special diets, and using blood sugar monitors. Pamela D. Wilson offers human resource anagement caregiving programs that address these issues and others that affect the ability of elderly parents to remain at home.
The Emotional Side of Caregiving
Caregiver stress and exhaustion affect the quality of care and attention provided to elderly parents. In high demand, high need caregiving situations, unintentional neglect frequently happens. The stress of being a caregiver results in limited insight into actions in the workplace and behaviors in family care situations.
The emotional side of caregiving may also harm family relationships. Stress in family relationships transfers back to stress and distractions in the workplace. Managing when family members have different beliefs about care for elderly parents or when families don’t get along adds more stress.
Becoming a caregiver is unexpected. Many caregivers are inexperienced. Caregivers lack the skills that it takes to manage care situations for elderly parents because being a caregiver is unfamiliar territory.
Unique Programs for Supporting Caregivers in the Workplace are Here
Pamela D. Wilson has experienced the personal loss of both parents, a brother, and a sister. This experience led to a 20-year journey to become a caregiving advocate and expert. Pamela’s expertise comes from the fiduciary responsibilities of acting as a court-appointed guardian, medical and financial power of attorney, the personal representative of the estate, trustee, and care manager.
She translates complex information into simple steps and processes that provide straightforward support for caregivers. Contact Pamela D. Wilson for more information about unique and creative programs for supporting caregivers.