Master multi-taskers: Supporting working parents and caregivers

Over 70% of workers are also caregivers.

While COVID-19 exacerbated many of the struggles of child and elder care duties, many challenges still remain, including a shortage of daycare and healthcare workers, rising costs of programs, and hectic schedules.

And the resulting juggling act has hit their careers hard.

While families are feeling frazzled, employers are left facing high turnover, a loss of institutional knowledge, and frequent absenteeism. However, managers might also risk losing invaluable workers who are comfortable working under stress, managing multiple projects at once, and knowing the importance of clear communication.

Fortunately employers can make changes to their workplace policies and culture to attract and retain great workers, who are also parents and caregivers.

Instill a family-friendly culture

Reduce stress and anxiety for working parents and caregivers by ensuring your managers have the right mindset. Refocus their thinking on the value these workers bring to the table, including adaptability, leadership, and empathy.

Encourage supervisors to be more understanding of disruptions caused by unexpected sickness or program cancellations. If you can, consider offering stipends for daycare, home aides, or other expenses. And – crucially – make sure employees who take advantage of these benefits don’t face stigma or other barriers.

Meet parents and caregivers where they are

Avoid making assumptions about what workers need – instead, let your employees take the lead. Create an environment where they feel comfortable expressing what accommodations work for them and which ones don’t by conducting listening sessions and anonymous surveys.

When employers let parents and caregivers decide what they can take on, they help break the vicious cycle that can stunt career growth or cause them to stay out of the workforce altogether.

Measure performance on results, not hours

In workplaces where staying late can matter more than the work getting done, parents and caregivers can really struggle. Establish meaningful performance metrics based on merit, not hours. Discourage presenteeism and “busy metrics” that lead to burnout and turnover.

These types of expectations can leave parents labeled as uncommitted or unenthusiastic about their jobs. In turn, they can miss out on big projects or opportunities to advance their careers. Again, this is another area where employers can step up and make an effort to create pathways for their employees to advance and grow in their roles.

Rethink location

Parents and caregivers tend to make location decisions based on school districts, housing costs, senior care facilities, and their neighborhood or community. On the other hand, employers may prefer big cities or major industry hubs, but these locations may be precisely the districts many would rather avoid.

While incentives like relocation packages benefit those with the flexibility and freedom to relocate geographically, opening up more hybrid or fully remote positions can be key to attracting fresh and committed talent.

Supporting parents and caregivers can be easy

There’s no one-size-fits-all approach to creating a supportive workplace. However, a simple change of mindset can make all the difference. Understanding employee’s unique challenges and needs is just the first step.

If you’re still struggling to attract and retain top talent, reach out to Adecco today. We can help you better understand your local and national market trends – and how they’re impacting your workforce.