Caring for Caregivers Initiatives
Published: December 4, 2024
By: Cherise V. Stewart, MS, SPHR
Caregivers bring key competencies to organizations, shaped by their experiences in managing complex, emotionally demanding roles. Ms. Jones, a Human Resource professional shared her story of being a caregiver and the resilience she has built while caring for loved ones.
I had to care for my Dad first and then my Mom. Dad had a stroke and could not speak. At the time I was still working full-time. I remember finding him in his apartment. That started my journey as a caregiver. There was so much on my plate at the time as I was still trying to work full-time, while advocating for Dad and checking in on my Mom.
Unfortunately, my Dad’s health issues prepared me to be a caregiver with my Mom once she became sick. Both my Mom and Dad became sick within the span of one year. I was, however, able to better understand and navigate my Mom’s medical needs. I could think a little bit clearer with my Mom, but I still made the difficult decision to resign from my job which eventually became a financial hardship since I was not eligible for unemployment insurance during that time. My Mom lived a year and six months with the care given and I was glad to be able to spend that time with her before her passing.
Emotional Intelligence and Empathy
Ms. Jones and so many other caregivers are employees who are highly skilled at emotional intelligence and empathy. Caregivers must understand and respond to the emotional and physical needs of those they care for. In the workplace, these skills help build strong interpersonal relationships, resolve conflicts, and foster a supportive work environment, enhancing team collaboration and customer service.
Problem-Solving and Adaptability
Ms. Jones became a caregiver in one day. She had to decide quickly how she would advocate for her Dad’s needs while balancing the needs of her employer and her own personal wellness. Being a caregiver often involves unexpected challenges, requiring caregivers to think quickly, be resourceful, and adapt to changing situations. In an organizational context, this problem-solving ability is invaluable when dealing with complex issues or navigating changes in the workplace. Caregivers are often innovative and resilient, finding solutions to obstacles that may arise in dynamic work environments.
Leadership and Teamwork
Ms. Jones took the lead in managing care for both her Dad and Mom during their time of need – whether it was overseeing both medical and financial decisions or communicating updates to her other family members. Many caregivers take on leadership roles in their personal lives, whether coordinating care, managing family dynamics, or advocating for others. This experience equips them with leadership skills that are highly valuable in a professional setting. They are also adept at working as part of a team, collaborating with others to achieve goals, and supporting colleagues in high-stress situations.
Communication Skills
Ms. Jones had to be the voice for her Dad after his stroke left him without the ability to communicate. With her Mom, communication was a balancing act as her Mom had always been independent and was still vocal about her own needs and wishes during her medical crisis. Effective communication is a crucial skill for caregivers who may struggle with conflicting viewpoints on the actual care that is to loved ones. Caregivers must excel in conveying information clearly (sometimes communicating difficult or bad news), listening actively, and tailoring their communication style to different audiences. Their ability to mediate and negotiate also enhances team dynamics.
Time Management and Prioritization
Ms. Jones capitalized on her ability to work from home when caregiving for her Mom. Even though her Mom was staying at a medical facility, just being able to take or make calls to healthcare providers in a private setting, allowed her to work and still be able to manage the needs of her Mom. Caregivers are skilled at balancing multiple responsibilities and managing their time efficiently. They are usually managing two households, doctor’s appointments, work, and their own needs which are usually on the back burner.
These five competencies, emotional intelligence and empathy, problem-solving and adaptability, leadership and teamwork, communication, and time management and prioritization demonstrate that caregivers are not only essential to their families but also bring a wealth of skills that can enhance an organization’s culture, productivity, and problem-solving capabilities.
So how can employers tap into the much-needed competencies? It starts with being open to starting the conversation at work and asking employees what their needs are. Companies need to be willing to also re-evaluate current benefit offerings, leave policies, and the type of employees they truly value.
Ms. Jones’ thoughts? “Conversations need to happen. Many of us take care of children or parents at some point in our lives. We need to have more safety nets in place for employees. I think more benefits regarding long-term care insurance need to be available and affordable. In navigating my own parent’s health issues, I feel as if you have to either be very rich or indigent to get access to care so it makes me think more about my own healthcare needs as I age. I also think that organizations can do more education regarding benefits that are offered and even being able to just engage with staff who are also caregivers. Showing empathy for the caregiver and starting the conversation can go a long way with an individual.”
“I think I romanced a lot of what growing older would look like and not the quick downfall that illness and mortality will play during the aging process. It has left me with a different perspective on the role of a caregiver.
According to a 2023 AARP Article, an estimated 38 million people, about 11.5% of the population, are taking care of loved ones in 2023. Many of these individuals are employees juggling the needs of work and their loved ones. Companies looking to tap into much needed in demand competencies may need to look to caregivers to fill the void, but they need to be able to meet them halfway.
Ms. Jones is an HR professional with over 15 years of experience in organizational development, employee relations, and talent management. She has a proven track record in both public and private sectors, including leadership roles in high-profile organizations and is currently seeking her next opportunity.
Source: Valuing the Invaluable 2023, AARP Public Policy Institute.
About the Author
Cherise V. Stewart, MS, SPHR is the Vice President of Human Resources at Valley Youth House, a non-profit organization providing valuable services to children and youth. She holds her Master’s in Human Resource Development from Villanova University and is a certified Senior Professional in Human Resources with over 15 years of experience working in various industries and roles. Cherise also serves as an executive team member of the IBB investment group dedicated to the education of investing and economic empowerment in the African American community. She is an active member of Toastmasters and is an avid traveler having visited 27 states, 23 countries, and 5 continents thus far. Cherise is also a member of the Philly SHRM Thought Leadership Team.
Editor: Dennis Paris
Becoming a Philly SHRM Thought Leader
We are always looking for inspiring minds! If you are interested in learning more about how to become a Philly SHRM Thought Leader, offering your professional views on this or any Thought Leader article, or want to chat about contributing content on a hot or innovative HR-related topic, please reach out to Dennis Paris and Evelyn Reed, SHRM-SCP, SPHR, Co-VPs of Thought Leadership at: thoughtleader@phillyshrm.org.
