It happens all too frequently. In the beginning, you just run a few errands, make some phone calls and maybe do a few chores. Over time, your aging relative needs more. Now, they need you to oversee medical appointments, legal matters and some functions of daily life. What was once a few hours a week has become a real part-time job.

Love and duty make it harder to accept that you can’t do it all. But, sooner or later you start to see how you are distracted at work. You’re tired. Exhausted even. You are using your sick leave and vacation time to take care of others, and you have not been taking good care of yourself. Things need to change, but you don’t know how to make any real difference in the situation.

You may not have really thought about how this affects your employer. Up to 30% of employees are performing volunteer caregiving activities in America.

Moreover, it is estimated that employers can reclaim the equivalent of up to 2% of lost revenue by restoring employee productivity to planned levels and increasing employee retention rates.

In short, it matters to your employer, too.

You are probably wondering where to start with the conversation about caregiving at work. Obviously, every company is different, but there are some general principles that have worked for others.

• First, talk to your immediate supervisor. This person can be a resource about corporate policy and the work units’ “typical” approach and of course, be empathetic as they point you in the right direction.
• If others in your organization are impacted by caregiving responsibilities, see if you can connect with them.
• Focus on a discussion about how you are looking for caregiving solutions and you want to know how to proceed.
• Watch your timing. Choose a time that’s good for both of you. Watch for a time when your supervisor is not too busy and arrange a time and place when you will not be interrupted. A private place is always best. If there is an option to meet over a coffee at a neutral location that can be ideal, especially if it helps you to stay composed. This is not a conversation to have over text or email.
• Moreover, plan your words. Even make some notes to take along. Make a list to be sure you cover everything. Rehearse what you are going to say with a trusted friend or partner.

• Secondly, approach the HR department or higher level of management, based on your supervisor’s advice.
• Again, focus on the fact you are looking for solutions.
• Also, an emotional discussion about the difficulty of caregiving is (unfortunately) unlikely to help. Remember this is a business situation, where they could be losing up to 2% of their revenue as 30% of their staff is likely directly affected.
• Be cautious about what you say. Also, do not cause a scene or display any unnecessary emotions. Keep your private issues private. Be calm as you discuss the situation. Do not feel embarrassed. Be confident about you say. You are doing the right thing.
• In fact, do not ask for advice. Express your caregiving situation, but don’t put the boss or HR person in the position of trying to advise you.
• If there are policies and programs the company has available that you are not using, ask for access to them. You are likely to hear about how you need a break, so thank them for recognizing the need, but simply move on.
• Your conversation should not be more than 30 minutes. Usually, less. Be honest, but brief.
• Do not expect an immediate response. Follow up in a few days if you haven’t heard anything back yet.
• Offer ideas for how to make things better.
• Don’t put all the pressure on the boss to solve the problem instantly.
• Demonstrate that you’ve thought about solutions, and you have some ideas.

However lifeWorkx is positioned to help you, and the business by reclaiming the equivalent of up to 2% of lost revenue, restoring employee productivity and increasing retention rates. For example, LifeWorkx may assist with:

CareWise™ unique solutions to provide support systems and practical tools – allowing you to successfully manage your family caregiving responsibilities and also maintain high performance in the workplace.

However, engagement with the organization to design a workforce strategy that builds the team’s direct ability to manage these changes and choose the right platform for the business’ goals.

The LifeWorkx Hub which includes a number of programs to launch team and individual performance efforts.

Lifeworkx has compiled the following relevant information to get you started. We offer:

• Downloadable informational materials
• On-site workshops and seminars for HR staff and upper management teams
• One-to-one coaching, on-site or online, to initiate and support ongoing changes
• Online Courses for Caregivers
• Online Courses for Employers

• Employee Communications
• Access to working and caring resources
• Webinars, Surveys, External
• Reports, News Updates

• Consulting, Leadership Systems, Policies, Tools
• Business/Workforce Surveys, Proposals, Tools
• Professionals’ Education and Certification- CHRO, Strategy, Technology teams
• Public Speaking For Technology, Management, And Government Events.

• Opportunities For Consultants Looking To Create New Business Through A Carewise™ Consulting Focus
• Moreover creating Work and Care Partnerships
• Connecting Devices, Services And People

On the other hand, Anticipate possible responses from your employer. You can’t probably predict exactly how they will react, but give some thought to possible responses, both positive and negative. Also, Every employer is able to create pro- care work environments with the right business capabilities for productive and successful living.

On the other hand, sometimes employers act calloused toward employee problems. Also, think about that as a possibility and prepare your reaction. Moreover, the situation does potentially threaten your job stability.

• Also, don’t argue or get emotional.
• Walk away if you must.
• Also don’t expect a particular response.
• This is new ground for most employers. Caregiving is traditionally a family problem, so a conversation with an employer is moving toward the future.

The Caregiving opportunity is here. Intervention is required. You can make a difference for your company and your family.

Maybe now is the time to start that conversation at work.

If you wonder what is the best next step for your organization, please Contact Us info@LifeWorkx2021.com  for specific recommendations.

Thank you for joining us on the Lifeworkx Journey,