¿Cómo puede acomodar a los empleados que también son cuidadores?

Uma das primeiras coisas é reconhecer que a Longevidade maior está transformando nossas relações. De todos nós! Tanto no ambiente de trabalho o encontro de gerações, quanto na vida familiar e em sociedade. O trabalho de cuidado, em geral, pesa mais para as mulheres e tem a chamada “geração sanduíche” - na faixa de 40/50 anos - que tem que cuidar dos pais e também dos filhos (as vezes, netos!). As empresas precisam mapear essas situações e oferecer alternativas de modelo de trabalho, com opções híbridas e remotas; Flexibilidade de horário; Opções de auxílio-creche ou auxílio- idoso; produtividade por entrega de tarefas e não por horário fixo; e apoio em saúde mental! Um conjunto de ações que promovam conforto emocional e profissional.

Also provide counseling and suggestions basis best practices around for betterment every day including acquiring new skills to upgrade to their new version

Caregiving responsibilities can be emotionally and physically demanding. Thus, it is crucial to help them balance their work and family responsibilities. The easiest approach is to foster an empathetic society. By listening actively and without judgement, you can get to know their real circumstances better and know what options may be available. Recognition for a job well done can boost motivation. Finally, each employee's situation needs to be considered, evaluated, and accommodated on an individual basis. There is no "one fits all" solution; what works for one employee might not work for another.

Establishing compassion as a fundamental value is crucial for aiding working caregivers. It is essential to offer comprehensive training to leaders to help their team manage the balance between caregiving and career. Recognize that caregiving encompasses not just time and tasks but also induces emotional turmoil. Genuine, modest acts of support can greatly enhance the well-being of caregivers. Customize solutions, highlighting flexibility and empathy can also help caregivers in handling their professional and personal obligations, ultimately ensuring their overall well-being.

The first thing is being open to hear these needs, otherwise they may hesitate to share and try to resolve it by themselves. Then the tailormade wellbeing programs can be prepared for each, the flexible working hours, work from home, different monetary/non-monetary supports like special insurances or supports for babysitter and...

Flexibility is key - as caregivers on their own also work out their support structures and are conscientious about their professional outcomes . However , one size may not fit all . So bringing in flexibility in many aspects of- work place , timings , shift arrangements , break management , benefits , leave structures etc can help each caregiver settle what works best for them . End of the day upbringing of children is the important responsibility of the society at large .

The best way to offer help to workers who are also caretakers at home is first assess their needs, have open candid talk and then explore possible options available to the business. Sometimes flexibility is the key, the other times job share or even remote working. There is no key fit all options. After all we need to acknowledge real people have real situations to handle.

Agree that flexibility is the key. Trusting the employee,being a little patient will win the allegiance of the employee and they will go above and beyond the call of duty. My own experience in this regard while working with IBM was great. I could manage for these very reasons and I put in a lot more work than was expected as a reciprocity for the care and trust reposed in me.

Flexibility is the key here. Everyone has their own version of care-giving responsibilities, don't assume that it's a one size fits all approach. Aim to understand the situation as best as possible so your support is flexed in a way that suits the employee AND the business best.

L’un des moyens les plus efficaces d’accommoder les employés qui sont également des aidants naturels est de leur offrir des options de travail flexibles qui leur permettent d’ajuster leurs horaires, leurs lieux ou leurs heures en fonction de leurs obligations d’aidant. Par exemple, vous pouvez leur offrir la possibilité de travailler à distance, à temps partiel ou selon un horaire comprimé ou échelonné. Vous pouvez également leur permettre de prendre des pauses, de partir plus tôt ou de décaler leurs tâches lorsqu’ils doivent s’occuper des membres de leur famille ou de leurs proches. Les options de travail flexibles peuvent aider vos employés à réduire leur stress, à gérer leur temps

Notre programme d’aide aux employés et la possibilité de consulter en télé travail Nous offrons aussi des capsules, en collaboration avec nos assurances collectives afin de les appuyer. La télé Medecine pour tous nos employés est aussi un outil d’accompagnement

Transparency is key! Don't hide away your parental leave policies in staff handbooks or be vague about 'enhanced parental leave policies' in job adverts or interviews. Be up front about what that includes and what the eligibility criteria is. It is SO important for so many people planning to have children - and if you want staff who are looking for long term roles you have to provide this information to help them plan. Enhanced parental leave policies can be costly to a business, so if you offer a great package, put it to work! Shout about it and attract talent who will stick with the business for years to come.

Provide tools to carers, including training, counselling services, and informational materials about how to manage employment and caring responsibilities. Create a support group or network so that carers can exchange stories. Make perks like flexible spending accounts and employee assistance programmes available for costs associated with providing care. Encourage a culture of compassion and understanding.

O suporte que a empresa pode dar a esses funcionários cuidadores, podem ir desde a escuta, até ao acesso de informações sobre o que ele está passando. Como também facilitação do acesso a instituições de apoio e suporte.

Es ist entscheidend, dass Unternehmen proaktiv Ressourcen und Unterstützung für Mitarbeitende bereitstellen, die sich um ihre Angehörigen kümmern. Durch die Implementierung von flexiblen Arbeitszeiten, Homeoffice-Möglichkeiten und gezielten Unterstützungsprogrammen können sie eine umfassende Hilfe anbieten, um die Balance zwischen Beruf und Pflegeverantwortung zu erleichtern.

At an organisational level, work routine flexibility is pertinent. Rather than watch the clocked in hours, the company must focus on work deliverables being met. Employee friendly policies such as flexibility of work hours with common business hours stated, child care policies which are gender neutral can alleviate many concerns of caregivers. Support for child care expenses as well as tie up with creches and child care centres are a saviour for working parents. Work from Home options as required must be extended, with faith on the employee with respect to work exigencies met. Above all, sensitisation sessions of Operations Managers being People Managers is pertinent since they have to extend the conducive ecosystem for each employee.

É importante ressaltar o papel desempenhado pela cultura da organização no processo de revisão e atualização das políticas e práticas. As políticas precisam estar alinhadas com os valores organizacionais para garantir a sustentabilidade das práticas que serão implementadas, contribuindo não apenas com ações que estejam em conformidade com leis e regulamentações, mas também com o cultivo de um ambiente de trabalho mais inclusivo que se dedique ao bem-estar dos colaboradores. Por fim, a atualização das políticas e práticas podem sim envolver flexibilidade de horários e apoio emocional, entretanto é fundamental a promoção de uma cultura que valorize o equilíbrio entre vida pessoal e profissional e que dê suporte aos colaboradores.

Regularly review and update company policies to ensure they align with current laws, industry standards, and the evolving needs of employees. This proactive approach helps maintain a fair, compliant, and supportive workplace environment.

Why not create a "Caregiver Relief Squad" within the organization, consisting of volunteers or hired professionals who can step in to provide temporary assistance to caregivers when needed. This could involve helping with caregiving tasks, running errands, or even providing emotional support. Develop a system where caregivers can request assistance through a dedicated platform, and members of the relief squad can sign up to offer their help. This collaborative approach not only eases the burden on individual caregivers but also builds a sense of community within the workplace.

Preach, and teach, compassion. The simplest way to accommodate working caregivers is to cultivate a culture of compassion. A bad manager can make balancing care and career virtually impossible, so train your leaders on how to support them. Remember that caregiving isn’t just about time and tasks; it is an emotional and sometimes heartbreaking responsibility. Small and genuine gestures of support can go a long way.

There’s perhaps no greater factor impacting your work environment than disengaged employees. Now, that’s not to say that a “negative” work environment is the fault of unhappy employees. Leaders and managers certainly have a role to play in workplace culture. But they have a kind of “multiplier effect” on existing issues at work. Actively disengaged employees, however, can have an outsized negative impact on teams at work. They tend to be more vocal about their dissatisfaction. This must be addressed within the organization and with certain policies.

One of the most effective ways to accommodate employees who are also caregivers is to offer them flexible work options that allow them to adjust their schedules, locations, or hours according to their caregiving obligations.

Accommodating employees who are also caregivers is essential for fostering a supportive and inclusive workplace. Employers can provide support through: Flexible Work Arrangements: Offer flexible work hours, remote work options, or compressed work week Part-Time Opportunities: Paid Time Off and Leave Policies: Employee Assistance Programs (EAPs): Health and Wellness Programs Consider supporting Childcare Services: Provide Educational Resources to support care givers Communication and Understanding: Foster a culture of open communication where employees feel comfortable discussing their responsibilities Technology Support: Invest in technology that facilitates remote work and collaboration Seek Employee Feedback to help refine approach

In my opinion, hire the caregiver and honour them. They know life at close quarters, they come highly involved and evolved and know life skills first hand. They work great as team managers, their response time is outstanding in any tough situations, top on EQ, SQ. They are the most loyal, and committed.