Importance of Caregiver Support for Retention

3 shifts every forward-thinking company needs to make (to actually support working parents, and keep their top talent) ... This is the heart of what I shared in my first published article, and honestly, it’s the part I want every people manager, HR partner, exec, and culture builder to sit with. Because if your support lives at bare-minimum leave policies… you’re not just behind, you’re bleeding talent. Here’s what needs to shift: 1. From Maternity Leave → to the Full Caregiving Journey Leave doesn’t cut it when you’re navigating fertility, an identity shift, a return to work, and years (yes, years) of cognitive, emotional, and logistical load. Companies need to design for the entire arc of caregiving—not just the baby bump. That means: → Enhancing benefit design across time, not just the first 3 months → Training leaders to actually support reentry and identity transitions → Offering real support across leave, return, middle motherhood, and beyond 2. From “Good Luck” → to CareConscious™ Cultures We’ve spent too long putting the burden on the individual. “Figure it out.” “Be grateful for what you have.” “Don’t make it a thing.” Nope. It is a thing—and it’s time we design systems that reflect that. That looks like: → Knowing your population and training every leader to hold real, confident caregiving conversations → Making caregiving part of leadership development and performance reviews → Getting serious about making benefits accessible and understood Because culture change doesn’t live in the policy doc or your mission statement. It lives in conversations. 3. From Retention → to What Actually Matters Retention is the bare minimum. It tells you if someone stayed. What I care about—and what I want leaders to measure—is: → Are caregivers coming back and advancing after leave? → Are they functioning well, or burning out? → Do they feel like they belong here now—with this new identity, new rhythm, and new priorities? That’s where real equity lives. That’s where loyalty is built. This isn’t just a gender equity issue. It’s a leadership pipeline issue. A retention issue. A future-of-work issue. The companies that get this right? They’ll attract the best talent, retain it, and shape cultures that actually reflect real life. Full article in comments. Let me know what stood out. Hi, I’m Jess Ringgenberg, PCC—founder of ELIXR, researcher, and advisor to companies reimagining how we support parents, working mothers and caregivers. Follow along or reach out. I’d love to meet you.

As a behavioral scientist and founder of Fit Minded Inc, a company that helps health and wellness businesses apply science for business growth, I’ve spent a lot of time talking about ripple effects. The idea that what works for one person, in one part of their life, can quietly, powerfully, reshape other parts too. In a recent study we published this week in JMIR Publications Pediatrics and Parenting, offers a powerful reminder of just how far those ripples can reach. We looked at more than 6,500 caregivers of youth receiving mental health care through Bend Health. What we found is something every working parent probably knows deep down: when your child is struggling, it affects everything. Your energy. Your sleep. Your ability to focus at work. Your mental health. But here’s what’s encouraging: it works the other way too. After just one month of care, nearly three-quarters of caregivers who had been missing work due to their child’s mental health reported fewer missed days. Half of those who started with high burnout saw it improve. And by the end of their child’s care, 69% of caregivers reported reduced burnout and 87% missed fewer days of work. In other words, when kids get the help they need, parents do better too. This is the kind of insight that’s too often missing from conversations about mental health, especially in the workplace. We talk a lot about employee well-being, but we tend to miss the family system behind the individual. Caregiver mental health is workforce mental health. And mental health support that reaches the whole family isn't a soft benefit. It’s a strategic one. 👉 Link to the full press release in the comments. #mentalhealth #behavioralscience #caregiverburnout #workplacewellbeing #pediatricmentalhealth #digitalhealth #healthtech #sciencebacked #employeeexperience #caregiversupport #leadership #healthinnovation

Why CEOs Should Care About #Caregivers First and foremost, it is the right thing to do. Still, recent research shows that recognizing and supporting the needs of employee #caregivers can reduce resignations and absenteeism. You do the math, but the study showed that preventing five employees from quitting can save your company approximately $200,000. As someone who has experienced #caregiving, I know the immense stress it can bring. When CEOs support caregivers with flexible work arrangements and caregiving leave, they reduce turnover and build a loyal, resilient workforce. Nearly 73% of employees juggle caregiving with their jobs. Addressing their needs fosters a culture of empathy and commitment. It’s a win-win: happier employees and a stronger, more dedicated team. Remember, behind every statistic is a person. Supporting #caregivers isn’t just good business; it’s the right thing to do. #caregiver#thecaregivernest#supportcaregivers