How much money will you lose from the bottom line this year because you have staff worrying about caring for their elders during the workday? How much cost do you incur with turnover because a person needs to quit in order to care for a parent or spouse? How much productivity is lost if they only need to take a leave of absence, or reduce their hours? Statistics show someone in the U.S. develops Alzheimer’s every 66 seconds (source: report from Most people at one time or another become a caregiver, if not of Alzheimer's then of other illnesses or diseases. Even just childcare can be stressful.

You might also be a caregiver. If not, you might be someday and will want assistance and understanding! How many people in your organization do you estimate have stressful caregiving conditions? Do you know how much this is costing you? I’ll let you do the math:

# of people * # of productive hours lost * average loaded rate =Impact to the bottom line

Ex: 1 person * 1 hour a day * $50/hr loaded rate = $12,000 (48 weeks of the year)

Your Co: ______ * ________ * ___________ = ________

Was your number shocking? I’ll bet it was. It’s shocking for even just one person. How would this impact your bottom line for the year in terms of productivity and achieving corporate goals?

Not to mention the costs when an employee needs to quit to be a caregiver! HR has to process that departure, advertise the position, screen people, pre-interview, short-list, coordinate interviews with hiring managers, negotiate, hire, onboard, orient, train, and ramp up to the same level as the person who left…and you hope they are just as good a worker! They certainly won’t have the corporate knowledge that had to walk out the door. What is your cost? Your HR department probably already knows it. If it is 40-50% as many web sites claim, that could cost you much more than $20,000 per person – I’m being conservative, as even $20,000 is a big loss that could be avoided.

If you could, would you help these employees so that you avoid some of that loss while at the same time increase the well-being of that dedicated staff (which creates goodwill and morale boosting, which in turn leads to more dedicated employees, which leads to higher profits)?

If you had a program that cost less than 1/10th of the resulting savings, would you be invest in that solution? If you would, I have that program and I work with employers to solve this growing work/life challenge.

For example, here are a few areas the program addresses and it would be tailored to your environment:

From the viewpoint of the corporation:

--How to help employees stop worrying during the day

--How to get extreme loyalty from staff, which pays off for years to come

--How to keep good employees and not penalize them during these tough times

From the viewpoint of the employee:

--How to actually increase productivity by focusing on the important tasks and getting more impact

--How to reduce anxiety at work by arranging ways for caregiving during your absence

--How to ask for help when needed to avoid caregiving burnout

To discuss bringing this cost-savings and morale-boosting program to your organization, call or email for a complimentary consultation.

Nancy Cattle