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Preventing Burnout in Working Parents Helps Employers

For companies aiming to elevate productivity, engagement, and loyalty in the workforce, prioritizing support for working parents may be a wise investment. Experts agree the stress of balancing professional and family obligations exacts a significant toll, frequently culminating in burnout — and businesses bear the brunt of the consequences.
The Burnout Epidemic
A sobering Ohio State University study revealed that 66% of working parents currently grapple with burnout. The ramifications are substantial—subpar work performance, struggles with concentration, increased absenteeism, and, ultimately, heightened employee turnover. When employees are overwhelmed juggling workplace and home fronts, employers are left shouldering the costs.
Authorities in the employee benefits sphere say that people’s professional and personal lives are inextricably intertwined, vying for the same finite resources of attention, time, and energy.
The burdens are particularly onerous for working mothers, as highlighted in the 2023 Mothers Overcome More (M.O.M) report by the University of Phoenix and Motherly. It underscores how low-income mothers confront adversity with little assistance. One expert highlighted how employers often fail to provide four critical  components: “accessible child care, paid time off, the recognition of skills acquired through motherhood, and opportunities to build one’s skills.”
Virtual Assistants Offer Valuable Support
One compelling solution gaining traction is virtual personal assistant services that can take tedious tasks and chores off working parents’ plates. Services like Yohana supply users with a team of real assistants to handle up to three recurring items simultaneously — from meal planning to research to gift shopping. Experts indicate users save up to eight hours per month.
Authorities at Yohana explain their aim is to help relieve members of burdens that clutter the mind and precipitate burnout and stress. By having assistants available to cross items off the endless family to-do list, parents’ mental loads are meaningfully lightened.
Furthermore, 30% of Yohana’s users stated they reinvest the reclaimed hours back into their careers. However, even those who choose family time see valuable impacts. Yohana experts noted that when employees have more free hours in their week, they are far less likely to experience lethargy or apathy on the job.
Offering the Right Support
While the pandemic brought immense hardship, it also opened working parents’ eyes to the potential for greater flexibility and equilibrium between professional and domestic responsibilities. Now, as companies urge return-to-office policies, experts caution against discarding those lessons.
HR specialists advise employers to consult with staff and gather their perspectives, as return-to-work directives should reflect the needs of those in the organization.
Creative Solutions for Obtaining Childcare
One of the most persistent pain points is access to affordable, quality childcare. With shortages of childcare workers, the expiration of pandemic-era funding, and overall exorbitant costs, working parents face a crisis on this front.
Some leading employers are getting innovative, forming partnerships with platforms like Cariloop’s care coaching services and Urban-Sitter’s caregiver listings. These extend guidance for employees’ caregiving needs while facilitating access to vetted childcare providers.
For occasional care gaps, companies like accounting firm Optima Office have adopted family-friendly policies. One such policy permits employees to bring children to the office when regular child care falls through, creating a win-win for productivity and work-life balance.
Flexible Scheduling
Sometimes, simply rethinking rigid 9-to-5 schedules can afford working parents the latitude needed to tend to responsibilities at home. Arrangements like 4-day work weeks, compressed hours, or employee-selected in-office days can provide families with the flexibility they need.
These types of policies convey understanding and support rather than discrimination. As the M.O.M. report findings summarize, furnishing family-friendly components like paid time off and schedule control can “set moms up for success.”
For more Employee Benefits resources, contact INSURICA today.
Copyright © 2024 Smarts Publishing. This is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel or an insurance professional for appropriate advice. 

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