The silent struggle: Recognizing and addressing caregiver burnout
As an employer, it is crucial to recognize the signs and symptoms early and take proactive steps to prevent or alleviate burnout.
In this article, we will explore what caregiver burnout is, the signs and symptoms, and effective strategies to avoid and lessen the adverse impacts of caregiver burnout.
What is caregiver burnout/?
Caregiver burnout is a state of exhaustion that affects a caregiver’s physical, emotional, and mental wellbeing. This type of burnout is unique in that it often results from the selfless act of caring for another. Caregiver burnout can affect anyone, regardless of age or gender, but it is more prevalent among women who often balance caregiving with other responsibilities such as work and raising children. According to the Institute on Aging, around 75% of all caregivers are women.
The primary factors contributing to caregiver burnout include:
- Chronic stress:The burden of responsibility and emotional strain can lead to chronic stress and burnout for caregivers if not managed properly.
- Lack of self-care:It is extremely difficult for caregivers to focus on their nutrition, exercise, and relaxation when caring for a loved one.
- Social isolation:The demands of caregiving can often lead to isolation, as caregivers may have limited time for socializing with friends and family.
Signs and symptoms of caregiver burnout
Caregiver burnout can manifest in various ways, and it’s important to recognize the signs and symptoms early. Not only does caregiver burnout show itself in mental and physical symptoms such as fatigue, headaches, digestive issues, and insomnia, but caregiver burnout affects the productivity and disposition of working caregivers. The following are the trickle effects of caregiver burnout that can happen in the workplace:
- Decreased productivity:Working caregivers may struggle to complete tasks on time due to the emotional and physical exhaustion from caregiving.
- Increased absenteeism:Employers may see an increase in time off from their caregiving employees. This could be due to increased caregiving duties at home or a need for rest.
- Pass up promotions:Often, employees have to pass on promotions due to their caregiving roles. Their heavy caregiving load does not allow them to take on additional responsibilities at work. According to a 2023 study done by the Alzheimer’s Association, 8% of those caring for someone with Alzheimer’s turned down a promotion due to the burden of caregiving.
- Negative impact on team dynamics: Employees may be unable to contribute effectively to team projects or may become a source of frustration for colleagues who have to pick up the slack.
- Difficulty attracting and retaining talent:A company known for not providing support for caregivers may find it challenging to attract and retain top talent, as employees are increasingly prioritizing work-life balance and wellbeing.
- Loss of institutional knowledge:If experienced employees leave due to burnout, the company may lose valuable institutional knowledge, which can be costly and time-consuming to replace.
- Legal issues: According to federal programs such as The Family and Medical Leave Act and Occupational Safety and Health Administration guidelines, employers are responsible for their employees’ welfare,, which includes taking reasonable steps to ensure their health and wellbeing at work. In worst-case scenarios, caregiving burnout can lead to legal action against your company for neglecting an employee’s wellbeing.
Recognizing these signs and symptoms is essential for caregiver awareness in the workplace, as caregiver burnout affects not only the caregiver but also the business as a whole. The early identification of burnout allows for intervention and the implementation of strategies to address the issue.
Preventing caregiver burnout
As America’s aging population continues to grow and the cost of health care increases, working adults are left with the responsibility to care for their aging relatives. It is a growing need for most employers to empower working caregivers with the services and tools they need to succeed in the workplace and in their caregiving journey.
Here are some effective strategies that can help organizations improve productivity, retention, and culture.
- Flexible work arrangements
Think about offering flexible work hours or the opportunity to work to give caregivers more control over their schedules.
- Offer caregiving support as a benefit.
Consider bringing in caregiving support programs as a benefit. Companies can provide digital platforms, resources, and personal support for caregiving employees, allowing them to better manage their competing demands.
- Host educational seminars and workshops.
Bring in people to train and educate your employees on time management, work-life balance specific to caregiving, and language on advocacy for caregiving employees.
- Create support groups.
Connect your employees with local or virtual resources on caregiving.
- Schedule regular check-ins.
Schedule regular meetings with employees and be intentional about asking what challenges they are facing at home. Communicate support options and ask what they need to do their best at work.
Related: Care for the caregivers: Mental health benefits can help avoid employee burnout
Caregiver burnout is a challenging reality that many individuals face when caring for a loved one. As an employer, it is crucial to recognize the signs and symptoms early and take proactive steps to prevent or alleviate burnout. Caregivers are unsung heroes, and their health and happiness matter just as much as the care they provide.
Tetsuya “Tet” Morito has been with Sompo for 30 years and held numerous leadership roles during his tenure. He served as the general manager of global strategy and, through his initiatives, helped grow Sompo into a Top 10 Global P&C company. Tet is a visionary who helped identify the caregiving resource gap in the U.S. and developed the execution plan for Sompo Horizon. Tet holds an MBA in strategy and an MS in finance from the University of Maryland and an MS in information and knowledge strategy from Columbia University.