Four Strategies for Supporting Caregivers in Your Population

Madison Agee

Employers should definitely be paying attention to the issue of caregiving, as it has important implications for the presence of chronic conditions, the propensity for risky lifestyle behaviors, increased presenteeism, lower workplace performance, and higher rates of absenteeism. While the reasons for supporting caregivers are clear, the path to actually doing it may be less so. In a recent webinar, Jim Purvis, vice president for well-being improvement design at Healthways, provided employers with four strategies that they can use to better support caregivers in their population.

These four strategies act as “pillars” to create a strong approach for caregiver support. They are:

  • Determine how caregiving is affecting your organization. The impact of caregiving can manifest in different ways within different populations. That’s why it’s so important to have good data and insights that are specific to your population. Employers may want to consider using the Gallup-Healthways Well-Being 5™, a precise survey instrument that measures, reports and tracks an individual’s well-being. It’s the only population health survey instrument that contains a specific question on caregiving that can help employers understand caregiving’s impact on their organization.

  • Understand why well-being is so important. People with higher well-being are healthier, higher performing and less costly. We’ve shown this in studies that have proven when well-being is high, healthcare usage and risk factors are mitigated, costs go down and productivity improves.
  • Ensure your programs focus on well-being and not just physical health. All too often, modern wellness programs have a hyper-focus on physical health and usually ignore other key issues that caregivers experience, such as burnout, stress, financial worries, social isolation and lack of community involvement. These “root causes” can lead to behavior choices, like poor diet, that can create negative outcomes. Well-being improvement programs that address all five elements of well-being –purpose, social, financial, community and physical – can better tackle these root causes.

Let’s take financial well-being as an example. Data from the 2014 Gallup-Healthways Well-Being Index® reveals that it is in financial well-being that there is the largest gap between caregivers and non-caregivers. Adult caregivers younger than 44 have 17.5 percent lower financial well-being than their non-caregiving peers, while caregivers older than 45 have 9.7 percent lower financial well-being than non-caregivers in the same age band. By offering programs that include it, employers can target the element that caregivers struggle with most.

To learn more about supporting caregivers in your population, please view our recent webinar, The Costs of Caring: The Impact of Caregiving on your Population’s Well-Being.

Topics: Workplace Well-Being Caregiving Employers