Talking Talent’s Post

"All of the leaders at my company have stay at home wives or partners." "My husband was asked by his leader why his wife couldn't take our kid to the doctor." "None of the men on my team took their full parental leave." "Sure, my manager SAYS they understand when I have to work remotely because my kid is sick, but I get the sense that they are annoyed." These are just a sample of the comments we hear from clients everyday and WHY WE MUST TRAIN MANAGERS! 💡 Recently the U.S. Surgeon General explicitly called out that employers should be "trained to identify red flags for stress and mental health challenges among employees who are parents or caregivers and to direct them to support. Organizations can also ensure parents and caregivers have equal access to development and advancement, to model the potential for career progression." ▶ This is exactly why are #ParentalLeave at WRK program includes a manager component that trains them on how to support, transition, and re-onboard employees before, during, and after leave. ▶ This is exactly why are most popular workshops are "Managing Parental Leave" and "Reducing Burnout & Overwhelm: Make Invisible Work, Visible With The Fair Play Method." Both of these workshops give managers and leaders insights and understanding so they can recognize and reduce burnout for employees. ▶ This is exactly why WRK/360 works with businesses to create cultures that support and uplift parents and caregivers. Yes, we do need policy and government support. Yes, we do need changes to how we access physical and mental health. And YES, we DO NEED employers to create workplaces that work for today's families. ~~~~~ 👋🏼 Hi, I'm Mary Beth, founder of WRK/360. Our coaching, trainings, and programs support and retain your working parents and caregiving employees from #parentalleave through #eldercare. ☝🏼 Hit the button at the top to subscribe to our newsletter or DM me to learn more! Like this post? Want to see more? 🔔Follow me and click the bell on my profile.

Happy National Family Caregivers Month!! We are ecstatic to introduce Generational Empowerment Management (GEM) 🌟 Did you know according to an AARP 2023 report that over 60% of employees have caregiving responsibilities, whether for aging parents, family members, or other loved ones? For many, balancing these demands alongside work can be overwhelming, leading to stress, burnout, and a tough choice between family and career. At GEM, we’re here to change that. We empower employees who are caregivers, providing them with resources, support, and guidance so they can thrive in both their personal and professional lives. By creating a more inclusive, understanding workplace culture, we help organizations retain talented individuals and foster a supportive environment for everyone. 🔸 Why GEM? We’re not just about support—we’re about empowerment. Our approach provides caregivers with tools to manage their responsibilities, enabling them to be their best selves at work and at home. 🔸 What We Offer: • Tailored resources for caregivers in the workforce • Collaborative programs to bridge the gap between work and home life • Solutions for businesses to promote employee well-being and retention Join us on this journey to make a positive difference for caregivers, businesses, and communities. Please check out our website and we would love to bring GEM benefits to your organization. ➡️ https://lnkd.in/ev42KNny #GenerationalEmpowerment #CaregiverSupport #InclusiveWorkplace #EmployeeWellbeing #EmpowermentForAll #GEMCare #generationalempowermentmanagement #NationalFamilyCaregiversMonth

Happy National Family Caregivers Month!! We are ecstatic to introduce Generational Empowerment Management (GEM) 🌟 Did you know according to an AARP 2023 report that over 60% of employees have caregiving responsibilities, whether for aging parents, family members, or other loved ones? For many, balancing these demands alongside work can be overwhelming, leading to stress, burnout, and a tough choice between family and career. At GEM, we’re here to change that. We empower employees who are caregivers, providing them with resources, support, and guidance so they can thrive in both their personal and professional lives. By creating a more inclusive, understanding workplace culture, we help organizations retain talented individuals and foster a supportive environment for everyone. 🔸 Why GEM? We’re not just about support—we’re about empowerment. Our approach provides caregivers with tools to manage their responsibilities, enabling them to be their best selves at work and at home. 🔸 What We Offer: • Tailored resources for caregivers in the workforce • Collaborative programs to bridge the gap between work and home life • Solutions for businesses to promote employee well-being and retention Join us on this journey to make a positive difference for caregivers, businesses, and communities. Please check out our website and we would love to bring GEM benefits to your organization. ➡️ https://lnkd.in/ds6r6VN2 hashtag #GenerationalEmpowerment #CaregiverSupport #InclusiveWorkplace #EmployeeWellbeing #EmpowermentForAll #GEMCare #generationalempowermentmanagement #NationalFamilyCaregiversMonth

Being a caregiver is a profound and rewarding role, but it also comes with unique challenges—especially when balancing work responsibilities. In our blog post, we explore the real-life experiences of caregivers and the intricate ways caregiving affects job performance. From navigating emotional and physical strains to finding support at work, we cover it all! What You’ll Discover: - Personal stories from caregivers about their work-life balance struggles. - Insightful data on the impact of caregiving on job performance. - Practical tips for employers and caregivers to create a supportive work environment. Whether you’re a caregiver yourself, a manager looking to support your team, or just curious about this important issue, this post offers valuable perspectives and actionable advice. Read the full article here: https://lnkd.in/eFj-smU6 Let’s foster a greater understanding of the caregiving experience and work together to make positive changes in the workplace! #Caregiving #WorkPerformance #CaregiverSupport #WorkLifeBalance #EmployeeWellbeing #CaregiverInsights #SupportCaregivers #CaregiverSmartSolutions

The Hidden ROI of Financial Wellness Did you know that businesses with financial wellness programmes see: 📈 Better productivity 📅 Fewer sick days 💰 Lower turnover It’s not just about being nice—it’s about seeing real results. Money stress isn’t going away on its own, but financial education can change everything. Let’s build a workplace that works for everyone. #CorporateSupport #FinancialFreedom #ADHDFriendly

Being a caregiver is a profound and rewarding role, but it also comes with unique challenges—especially when balancing work responsibilities. In our blog post, we explore the real-life experiences of caregivers and the intricate ways caregiving affects job performance. From navigating emotional and physical strains to finding support at work, we cover it all! What You’ll Discover: - Personal stories from caregivers about their work-life balance struggles. - Insightful data on the impact of caregiving on job performance. - Practical tips for employers and caregivers to create a supportive work environment. Whether you’re a caregiver yourself, a manager looking to support your team, or just curious about this important issue, this post offers valuable perspectives and actionable advice. Read the full article here: https://lnkd.in/eFj-smU6 Let’s foster a greater understanding of the caregiving experience and work together to make positive changes in the workplace! #Caregiving #WorkPerformance #CaregiverSupport #WorkLifeBalance #EmployeeWellbeing #CaregiverInsights #SupportCaregivers #CaregiverSmartSolutions

For everyone in the middle of something difficult: I am sending you lots of good vibes + permission (that you don’t need form a stranger in the internet, but here goes!!) ➡️ Ask for what you need in the workplace. 1) Get in front of the situation as much as possible. 💡 Meet with your supervisor or HR representative to review reduced work schedules and leave options available through Company policies. 2) If you have family leave or disability leave available in your state or your workplace, learn more about how to take advantage of the leaves you’re eligible for. Again, stay in close communication with your HR representative or supervisor so they understand what you need, what type of leave you’re taking, and can put a reasonable plan together to support operations while you take care of yourself. 3) Discuss flex time and the ability to change your schedule to accommodate unexpected appointments from time to time. Sure, perpetual, unlimited unscheduled, absences are likely not going to be permitted in the workplace… However, most leaders that I work with are very open to accommodating schedule changes when an employees upfront about their needs. 4) Review your insurance and mental health, benefits and maximize your EAP to coordinate needs and fill in the gaps. Again, lean on your HR representative or benefits representative to describe to you how to best take advantage of all the services and options available. 5) Most of all, connect with people who care about you and that you trust and let them know what’s happening. Visit with your doctor, therapist, clergy person, spiritual guide … In life, secrets keep us sick. We need our work, our community, and our village to survive, succeed, and thrive. — — — — — #Leaders, be ready to host compassionate, informed conversations about your employees’ needs. It’s 2024. We don’t run away from conversations about how to support peoples personal, health, and mental health needs as it relates to the workplace. … Sure, learning about someone’s medical needs can create a situation where company may be responsible for accommodating an employee who is eligible for disability/medical accommodations in the workplace… That seems like a pretty reasonable “ trade” for really supporting your employees. 💕 #mentalhealthmatters #selfcare #youreworthit #HRCommunity #compassion #HRAnswers

What Working Moms Really Need from Employers 👩💻 Yup, this pretty much sums it up! Why Working Moms Are Returning to the Workforce: 👀 The pandemic prompted a mass exodus of working moms, but now they’re making a comeback. Why? Forward-thinking workplaces prioritize employee well-being and mental health support. Creating a Great Workplace for Moms: Key Elements 🧐 1. Flexible Scheduling: Recognize that life happens—whether it’s school pickups or doctor appointments. Flexibility matters. 2. Work-from-Home Options: Remote work isn’t just a trend; it’s a lifeline for parents. Balancing work and family without commuting is a game-changer. 3. Supportive Culture: Normalize parenting. Provide a safe space for discussions and create a sense of inclusion and belonging. 🌟 The Bottom Line: ✍ If you’ve ever been scolded when your child pops into the screen during a meeting or faced judgment for family-related needs, explore other opportunities. Prioritize your well-being and find a company that celebrates parenthood alongside professional growth. Remember, it’s not just about work—it’s about thriving in all aspects of life. 🤰 Reference: "Understanding Working Mother’s Needs” shrm.org #workingmoms #workingmomsofnethealth #remotework #workfromanywhere #momslife #parentlife #ergworkingmoms #inclusion #equity #diversity #dei #nethealth #remotejobs #flexible #laidback #jobs #shrm #shrmnews *And kudos to my kiddo for the staged photo -- she is a champ and her face says it all! 🤣

"Thynk Differently" (not a typo!). This image set the tone for this mornings seminar that I hosted in collaboration with NISO, National Irish Safety Organisation on Planning the safe return to work of an absent employee. "Thynk" is deliberately spelt like this as I wanted attendees to think differently about absenteeism and planning the return to work of absent employees. "Work is good for physical and mental health, it provides meaning, purpose and social contact. Engaging in work boosts self-esteem. On the other hand, long-term worklessness is associated with poor physical and mental health. The longer a person stays out of work, the more difficult it becomes to return to gainful employment. Returning to work is an effective part of rehabilitation from many illnesses and is therapeutic for individuals with acute and chronic e health issues. An individual does not need t be 100% fit to return to work. A period of occupational rehabilitation facilitates return to work following a long absence and allowing for work hardening and rebuilding of stamina. Finally, many people engage in the workforce despite significant illness or disability". Extract from The Department of Work and Pensions UK: Health, Work and Wellbeing; evidence and research 2013. I talked (a lot) in line with the above extract, even though the research is dated 2013, it is still as relevant today. People the world over have a common desire; to work- it is an important part of our identity. Already, positive feedback has been received and I am grateful to all that attended. In particular, thanks to Warren and his team in NISO for their assistance in organising this. If you would like to organise a talk for your organisation or team on return to work planning for absent employees, please email info@connect4work.ie. Let's talk! #ReturnToWorkPlanning #Talks #StayAtWork #Connect4Work Connect4Work

Over 53 million US adults are caregivers, yet their personal family responsibilities aren't always easy to talk about at work. For caregivers, "bringing your whole self" hinges on creating a caring workplace where it's safe to talk about the struggle to harmonize work with home life. Caregiving is the #1 reason after early retirement why people exit the workforce, so it's crucial that HR leaders recognize and support this segment of your population. To truly support caregivers, we must: 🔎Identify common stressors: Caregiving duties often demand an additional 24 hours weekly and $7,300 annually. The stress, burnout, and cost are real. 💻Leverage technology: Modern tools like Grayce can help meet employees where they are, making it easy for employees to engage according to their needs and preferences. 🧑🦳With adults aged 65+ projected to outnumber children under 18 by 2034, it's clear that caregiving will become an even more prominent issue. Addressing this now can ensure a supportive and inclusive environment for all employees. Read more from BenefitsPRO: https://lnkd.in/gZYDxCEX #Grayce #EmployeeBenefits #InclusiveWorkplace