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By helping build a resilient workforce and retain high-quality talent through workforce disruption, caregiver-friendly workplaces are more competitive and successful. Employees are looking for employers who understand the need for work-life balance and the need for flexibility to address family issues. Employers who embrace healthcare-friendly strategies and solutions will be able to recruit and retain top talent.
based on a 2016 report from AARP and ReACT, for every dollar invested in flex time, companies can expect a return between $1.70 – $4.34 dollars. For every dollar invested in telecommuting, companies can expect a return between $2.46 – $4.45 dollars. While not easy to implement for all businesses, this policy provides critical flexibility for healthcare providers.
You can increase employee productivity, recruit new talent and help your business grow. Decades of research show that employers who design their policies, benefits, and manager training with healthcare providers in mind actually see major benefits. Their employees, even those who are not caregivers themselves, report higher employee engagement, higher retention, higher productivity, and greater willingness to recruit others to the organization.
1. Increase Employee Productivity: Caregiver-friendly strategies, such as flex time and telecommuting, are effective solutions to increase employee productivity because they give employees the flexibility they need to be successful at home and at work. These solutions have proven to have a real return on investment for employers.
2. Increase Employee Morale: Employees with caring responsibilities are more likely to stay with an employer who understands and supports them while providing care. This increases employee retention and morale. Small employers know the importance of retaining good employees who have significant institutional knowledge and who can be difficult and expensive to replace.
3. Prepare for Other Challenges: A caregiver-friendly culture positively impacts other challenges small employers face. Certain strategies, such as cross-training, can help small employers prepare for an employee to leave the company for reasons other than family care.
There are steps any employer can take – no matter how limited you think your time and/or finances are. Even small changes can make a big difference to your employees.
