In today’s workplace, trust isn’t a nice to have. It is everything. Employees expect their employers to be there for them during life’s toughest moments—whether that’s recovering from illness, managing personal crises, or navigating caregiving responsibilities.
Trust is fragile. When companies don’t have the right tools to proactively help, that trust can break, leading to disengagement and costly turnover.
The Caregiving Challenge
Trust is the foundation of a healthy, productive workplace. In fact, companies with high-trust cultures experience 50% higher productivity, 74% less stress, and 76% more engagement than their low-trust counterparts. And when trust is broken? It can be expensive. Poor workplace culture, including lack of trust, costs U.S. companies $223 billion in turnover over just five years(SHRM).
Trust and retention go hand-in-hand. When employees feel supported, especially during stressful life events like caregiving, they stay engaged and loyal. On the flip side, when they feel unsupported, they’re 44% more likely to leave.
When you recognize employees who are taking on caregiving responsibilities – extra care and proactive support (which are foundational to trust) become even more important. We know 1 out of 5 caregivers quit their jobs entirely because they aren’t able to balance their caregiving commitments and professional work, and when something has to give, I guarantee it will not be the quality of care they desire for their care recipient.
Replacing an employee can cost up to 150% of their annual salary. If you have a workforce that has a higher percentage of employees likely to be tapped to give care due to their age or gender, these costs can balloon for you.
What is the cost of proactively engaging an employee in a conversation about their caregiving responsibilities? When done right, there is only an upside. It’s not to say that the employee won’t make the decision to reduce hours, change roles, or resign. But if they do, you will have been actively supporting them to make the decision that is right for them rather than being blind-sided or left feeling like you could have done more than you did.
These are hard conversations for everyone involved. But when they are approached from a place of trust and you are prepared to listen and to provide meaningful support, the outcome is the strengthening of trust.
How a Benefits Map Is Part of Trust
A Benefits Map is a proactive mechanism to support employees when they need it most. It’s not just a list of perks—it’s a lifeline for navigating life’s challenges. Think of it as a roadmap, showing exactly how your company has their back. This concrete tool can build trust and prevent costly turnover from burnout.
1. Clarity and Transparency: Employees shouldn’t have to dig through a maze of documents when they’re already stressed. By providing a clear, actionable Benefits Map, you’re telling employees, “We’ve got your back.” This transparency builds trust and strengthens loyalty.
(NOTE: Think about it—when was the last time you had to dig through layers of bureaucracy to find help? How much better would it feel if someone handed you exactly what you needed, when you needed it?)
2. Empowering HR and Leaders: Managers and HR teams can be more than policy enforcers—they can become advocates. Employees who trust their HR teams are more likely to stay engaged and committed. By equipping your teams with the right tools, you build stronger bonds of trust.
3. Real-Time, Actionable Support: A Benefits Map isn’t a dusty document—it’s a living resource that employees can turn to in real-time. Knowing they can access immediate support when caregiving challenges arise builds loyalty. Companies that offer clear, comprehensive benefits see fewer absences and higher retention.
Actionable Tip: Regularly review your Benefits Map. Employee needs evolve, and keeping your offerings updated shows you’re paying attention to what matters most.
Conclusion: Why Inaction Is Costly
Ignoring this issue doesn’t just cost money—it costs your best people. Over 60% of employees have made job changes due to caregiving responsibilities, and 21% have quit entirely. These aren’t just numbers—these are people you know by name, facing difficult moments.
It also costs the culture. How you support caregivers, or anyone facing a challenging life event, is witnessed by their coworkers and shared amongst their friends. It sets a precedent. Statistically we know that 3 in 5 workers expect to take on elder caregiving responsibilities, know they are watching how their predecessors are treated.
At the end of the day, trust is built on actions, not words. A Benefits Map is a commitment and concrete way to say what you will do for your employees, even when life gets tough. Keep that promise, and your employees will repay you with loyalty, engagement, and productivity.
