As data surrounding parental burnout continues coming in, and its impacts ripple through the larger workforce, we’re busy exploring solutions. Most recently, our own Yasi Baiani lead an insightful discussion with Chris Bennet, CEO & Co-Founder of Wonderschool, and Leslie Forde, Cleo for Work Lead and CEO & Founder of Mom’s Hierarchy of Needs. While there’s a temptation to assume current conditions are largely the result of the pandemic and therefore temporary, Chris and Leslie both spoke of a longer-term realignment, and a desire among parents to hold on to what has also been gained during the pandemic.
Keep reading for key takeaways or view the recording in case you couldn’t join us.
The “great reshuffling”
The pandemic hasn’t just changed how we live and work, for many families, it’s changed where they live and work. As the pandemic compelled remote work, and as companies have gone on to embrace it, people have moved to be closer to family or in search of new community. And a large part of what is driving this reshuffling is a realignment of priorities. There’s been a need and desire to reset and establish healthier work-life boundaries and expectations.
Overwhelmingly, however, employees don’t feel safe broaching a conversation around shifting needs and priorities with their employers, driving them to simply leave in order to reset and better meet their needs elsewhere. There’s opportunity for employers who can reduce the barriers to honest conversation, support employees’ evolving needs, and enable them to stay.
“People’s priorities have changed. They want to align how they spend their time, they want to align how they allocate their day, along their values.”
Leslie Forde, Cleo for Work Lead and CEO & Founder, Mom's Hierarchy of Needs
Shifting values and needs will endure
After the past year and a half, there’s an increased premium on family, health, and community—enduring values that people want to embrace and hold onto. Child care solutions have never been easy; more accessible and affordable care—along with assistance finding that care—will continue to be a vital need for working families.
Parental burnout likewise isn’t new. Anxiety and depression were on the rise before we encountered COVID-19, underpinning an existing work-life tension. What’s new is employers more enthusiastically embracing ways to care for people holistically, and creating a culture and environment that accommodates the balance parents have long been looking for.
As flexibility and support become leading criteria among working parents and other top talent, more and more employers are responding in kind. 42% of employers plan to expand or add care as part of their employee benefits. And it works—employees that have support from Cleo are 26% less likely to leave their job than non-members. Let’s talk about the ways a holistic family benefit can help your workforce thrive too.