Working in peoples teams, you’ve likely found yourself having to read between the lines to understand what your employees are really going through. It's important to be attuned to the subtle signals that they may need support. This is especially true for working parents and caregivers, who now make up 61% of the U.S. workforce. If you catch these signs early, you can step in with the right support, preventing poor workplace performance and even resignation.
"I’m just so tired lately."
When an employee frequently mentions being tired, it’s often a reflection of deeper challenges, especially when this tiredness becomes a regular theme. According to a 2023 report, 57% of working parents experience burnout and chronic exhaustion. Their emotional and physical demands extend far beyond the typical workday. This phrase might be an indication that they are stretched too thin, affecting their overall well-being and job performance.
"I might need to leave early today."
Regular requests to leave early can be a clear signal that an employee is struggling to balance their professional and personal responsibilities, particularly caregiving duties. A 2024 ReadyNation study revealed that 44% of working parents reduce their hours at work because of unreliable and unaffordable childcare. The recurring need for your employees to adjust their work hours could indicate that they’re managing an ongoing situation that requires more structured support.
"I missed that email/meeting."
For an employee who’s typically reliable, missing emails or meetings can be a red flag that something is off. These lapses are often not about carelessness but rather an indication that their attention is divided. The Georgetown Health Policy Institute reports that over 33% of working caregivers are distracted at work worrying about their loved one. Instead of immediately viewing this as a performance issue, consider it a potential cry for help.
"It’s been a tough week/month."
When an employee caregiver mentions that they’ve had a tough time, it’s often an understated way of expressing stress or hardship. This phrase might be their way of testing the waters to see if it’s safe to open up further about their struggles. It’s important to remember that many of your employees with caregiving responsibilities may be hesitant to speak up about their struggles out of fear of being seen as a weak link. This is a key moment for you to step in with genuine concern.
How You Can Help
When you hear these phrases from your employees, it’s important not to jump to conclusions but to approach the situation with empathy and curiosity. Instead of viewing these signs as performance issues, see them as opportunities to understand and support your team members more effectively.
Addressing these challenges head-on is not only beneficial for your employees but also for your organization. It’s more profitable in the long run to support employees through their caregiving struggles than to face the cycle of turnover, reduced work hours, and compromised performance. The costs of losing valuable talent far outweigh the investment in providing the right support.
Implementing Care Benefits
Helpr’s care benefits are designed to ease the financial and time burdens that come with caregiving. When your employees know their loved ones are well cared for and that they aren’t facing a financial strain, they can focus on reaching their full potential at work. Imagine the relief of paying as little as $1 an hour for subsidized care—that peace of mind can translate directly into a more committed workforce.
When employees feel valued and supported, they’re more engaged, more productive, and more likely to stay with your company long-term. By taking these steps, you’re not only helping your employees—you’re also strengthening your organization from the inside out.
