The Sandwich Generation – It’s No Bologna
The sandwich generation feels pressure from both sides – taking care of aging parents and many times children as well – is a new phenomenon affecting the workforce. Workers are no longer in a position to only think about taking care of themselves and immediate needs of children living with them, but they are now taking on the care of their parents and even adult children.

It can be overwhelming to say the least. In fact, according to a study done by MetLife and Pew Research Center, it is estimated that 60% of working adults fall into this category.   This is when an employee’s personal business suddenly can become the company’s concern. Your team may be less productive, distracted, experiencing an increase in absenteeism and even higher turnover as people may leave their jobs. As a result, you can imagine, companies are losing tens of billions of dollars. Do you see the warning signs – increased absenteeism, unusual behaviors from otherwise steadfast employees, increased injury rates, higher turnover?

Helping the sandwich generation in your workforce
So what is the solution for the sandwich generation? — it really comes down to flexibility and creativity. Don’t be stuck on the idea that everyone must be in the office to be productive. Remote work, even just one day a week, can be helpful. In addition to flexibility on being in the office, can people be flexible with their hours? Can they cut down to 4 days/week? The companies’ goal is to get the work done and keep terrific employees. By giving people additional flexibility you may find that they are more productive and also are even more appreciative of where they work.

Time is not always what people need, so think outside of the box. Maybe you should have some new Employee Resource Groups designed, have a mindfulness program, design stress relief walking programs, financial planning counseling – the list is endless. If you are stumped for ideas , or time, to help the sandwich generation in your workforce call your EAP or Benefits Broker and see if they have ideas or have resources/programs you can implement quickly.

As always, communication is key. It’s not good to have resources for your employees if no one knows about them. Sounds obvious, but it is always worth mentioning! An additional manifestation of having and communicating these programs is that even if people do not take advantage of them and/or need them, a good impression of the type of company they work for is solidified. One company I worked for had a garden and a gardening group. I am not someone who likes to dig around where there are worms and bugs; however, my impression of my company was elevated, as I loved the idea of reaching out to different people in different ways.

Making sure you are meeting the personal needs of the sandwich generation team members, will result in higher productivity, a greater allegiance to the company, and the war for talent, the ability to keep organizational knowledge where it should be. Take small steps; ask people what they might like because in the end it will affect your company and its ability to stay competitive.

Mercer PeoplePro Can Help
If you need guidance meeting the personal needs of sandwich generation team members, Mercer PeoplePro can help. Schedule an appointment today and enjoy a free consultation, plus 2 free hours towards your first project. To set up your free consultation, visit MercerPeoplePro — we’re standing by and ready to assist.
 
Written by Mercer PeoplePro Growing Your Business specialist, Ruth Baylis