Meet Lisa: A Silent Caregiver
Lisa is a high-performing project manager at a mid-sized technology firm. Known for her efficiency and dedication, she has recently been arriving late, missing deadlines, and disengaging in meetings.
Unbeknownst to her manager, Lisa spends her mornings managing care for her aging father, who has dementia. She hasn’t disclosed her caregiving responsibilities, fearing stigma or career consequences.
Lisa’s struggle is shared by millions. 73% of employees in the U.S. report caregiving responsibilities, but only 24% of employers recognize caregiving as a workplace issue (National Alliance for Caregiving, 2020).
Without adequate support, caregivers like Lisa often burn out, reduce their hours, or leave their jobs entirely. It’s not just about losing employees—it’s about losing productivity, engagement, and organizational resilience. ~Jeannette Galvanek, CEO, CareWise Solutions
For Lisa, the silence isn’t about avoiding responsibility. It’s about survival.
What Would a Competent Team Leader Do?
A skilled team leader equipped with Wellness, Work, and Care Competencies can transform Lisa’s story from burnout to empowerment. Here’s how:
1. Recognize the Signs of Burnout
Lisa’s tardiness and disengagement are red flags. A trained leader would identify these as potential indicators of caregiving stress rather than jumping to conclusions about poor performance.
2. Create a Safe Environment for Disclosure
Through open, non-judgmental communication, the leader invites Lisa to share her challenges without fear of stigma:
Jose asks – “Lisa, I’ve noticed you seem overwhelmed. What can I do to support you?”
Lisa shares – “I had no idea my struggles at work were noticeable. I didn’t want to burden my team or seem like I wasn’t committed. When Jose asked how I was doing, it was such a relief to finally talk about what I’ve been going through.”
3. Offer Tailored Solutions
Once Lisa opens up, the team leader provides actionable support, such as:
- Flexible work hours or hybrid options.
- Access to CareWise Solutions programs, such as the Caring Place HUB or Employee Assistance Programs (EAP).
- Guidance from the CareWise Advisors Network on balancing caregiving and career responsibilities.
4. Manage Team Dynamics
The leader balances Lisa’s workload with team morale by transparently redistributing tasks while respecting confidentiality.
5. Support Career Development
Her team leader collaborates with Lisa to set achievable career goals, demonstrating that caregiving and career advancement can coexist.
Jose, Lisa’s team leader, reflects – “Understanding Lisa’s situation helped me realize that caregiving is not just a personal challenge—it’s a team opportunity. Supporting her doesn’t just help Lisa. It strengthens our entire team. CareWise Solutions gave me the tools to approach this with empathy and confidence.”
Why Organizations Must Act Now
Investing in caregiver-supportive leadership isn’t just an employee benefit—it’s a business imperative. Companies that address caregiving challenges unlock significant advantages:
Reduced Turnover
Replacing employees is costly. Supporting caregivers improves retention and strengthens the employer-employee relationship. Fact: Replacing an employee costs 33% of their annual salary (Work Institute, 2020).
Increased Productivity
Caregiver-friendly policies reduce absenteeism and presenteeism, improving output. Fact: Caregiver burnout leads to 8% lower organizational productivity (Gallup, 2023).
Enhanced Talent Acquisition
Organizations known for caregiving support attract top talent in competitive industries. Fact: 68% of employees consider caregiving benefits essential when evaluating job offers (Harvard Business Review, 2021).
Improved Organizational Resilience
Caregiver-trained leaders build stronger, more adaptable teams that thrive despite challenges.
Motivating a Corporate Mindset Shift
Jeannette Galvanek, CEO of CareWise Solutions, emphasizes the urgent need for businesses to rethink their approach to caregiving:
“Changing the corporate mindset about what employers consider ‘caregiver-friendly’ is crucial. It’s not just about offering flexibility or leaves of absence. It’s about supporting job, income, and career continuity. Aging care averages 5½ years. A 12-week leave of absence doesn’t protect the employee-employer relationship—it must!”
Lisa, our Silent Caregiver has now been heard. Her employer and her team leader are making the corporate mindset shift required to support what is now over half of the team.
How many Silent Caregivers do you have in your organization? Chances are, it’s more than you know.
Take the First Step with CareWise Solutions
The collision of wellness, work, and caregiving is reshaping the workplace, and leaders must be ready to navigate this challenge effectively. Organizations that empower their teams with CareWise Professional Programs unlock immediate and measurable benefits:
- Return on Investment (ROI): For every dollar invested in caregiving support, businesses can save up to $4 in costs related to turnover, absenteeism, and lost productivity (MetLife, 2022).
- Return on Value (ROV): Employees who feel supported are 2.5 times more likely to stay with their employer and report a 50% increase in workplace engagement (Gallup, 2023).
Investing in caregiving solutions doesn’t just benefit caregivers—it drives better business results, builds team resilience, and positions your organization as a leader in talent attraction and retention.
Act Now
Empower your leaders, retain your talent, and secure your organization’s future.
Schedule a consultation with CareWise Solutions today and take the first step toward building a caregiving-friendly workplace that works for everyone.
Contact Us Today: info@carewisesolutions.org
