For some employees, “The Great Resignation” has been empowering and transformational.
But for employers dealing with turnover and a never-ending sea of resumes, it’s been anything but.
Some observers say it shows no signs of letting up.
McKinsey calls it the “quitting trend that just won’t quit.” In May 2022, it reports the voluntary quit rate was 25% higher than pre-pandemic levels.
Chances are pretty good you’ve experienced it in your own organization; top-performing talent leaving daily for various reasons.
The pandemic has forced us to reevaluate what’s most important, and for many, that includes being more present for family while juggling a demanding career.
According to the Rosalynn Carter Institute for Caregivers, 1 in 5 American workers is doubling as an unpaid family caregiver for an aging, ill, or disabled loved one.
The amount of time they’re spending on caregiving, in addition to their full-time careers, isn’t trivial. According to AARP, it’s an average of 23.7 hours weekly.
So, it should come as no surprise that employee caregivers are struggling mentally, physically, and financially.
Nearly 60% are dealing with clinical depression and anxiety.
They’re stretched thin, and 1 in 3 will leave the workforce because of the snowball effect of caregiving.
A September 2022 study entitled “Following The Journey of Family Caregivers” , commissioned by Homethrive, Home Instead, and Certification in Long-Term Care (CLTC) took a closer look at the struggles of the family caregiver.
The survey questioned family caregivers across the spectrum. Nearly 70% of respondents who identified as employed said they turned to paid in-home care because it was important for them to prevent them from leaving their jobs or to help them “better concentrate at work.”
“I wasn’t surprised to hear (working caregivers) turning more to paid care,” said Eileen J. Tell, a Boston-area researcher who administered the survey. “They cited the importance of doing well at their job and the desire to maintain their job.”
It’s no wonder why working caregivers need that assistance.
The study found:
- 35% often provide companionship.
- 33% often provide transportation help.
- 26% often help with activities of daily living.
- 23% often help arrange care.
- 26% often help make care decisions.
- 31% always help make home safety changes.
Survey respondents also said if they received help coordinating care, it would take a major load off their already piled high plates:
- 42% wanted coordination with doctors or care teams.
- 38% said they’d like help finding service providers.
- 34% said they’d like help finding benefits eligibility.
- 34% wanted meal delivery coordination.
- 32% wanted recommendations for devices and equipment.
- 31% said they’d like help assessing home safety.
Interestingly, the study found only 6% of working caregivers had support from an employer-provided benefit to help them find reliable paid in-home care for their loved one.
To read more about how you can help in a piece our own Dave Jacobs wrote for “TalentCulture” click here.
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