It’s virtually impossible to separate the worker from the human being, so personal life challenges naturally spill over into the workplace. When these situations start to overwhelm, they can affect mood and behavior at work, team dynamics, employee well-being and job performance. In this blog, we explore the impact of personal circumstances on work and what employers can do to support employees through life’s ups and downs.
Life is full of challenges. And it’s not always easy for employees to leave them at the door when they show up for work each day. So when a childcare arrangement falls through, a family member gets sick, or an employee has trouble paying the bills—there are real consequences for their emotional and physical health and their ability to do their jobs well.
Personal challenges can impact employees’ productivity and performance at work.
Here are some common life challenges that impact employees’ ability to show up to work each day ready and able to perform their best.
Caregiving.
The cost of child care has grown by 26% in the last decade, and it’s estimated that 50% of Americans live in a child care desert. Members of the “sandwich generation” are managing their own parents’ care while still caring for young children. Gaps in care can be a real drain on an employee’s focus and productivity and also increase absenteeism.
Financial stress.
PwC found 57% of employees say finances are the top cause of stress in their lives; 76% say financial stress negatively impacts their work output.1 Employees may lose over seven hours of productivity per week due to financial stress.2
Health concerns.
Chronic conditions, acute illnesses or poor mental health can lead to fatigue, absences, and diminished productivity. Family or friends’ poor health can also impact workplace performance as employees try to balance caregiving and work.
Relationship struggles.
Marital concerns, divorce, changes in child custody arrangements, or any kind of relationship conflict all have an impact on an employee’s ability to be focused and present at work.
Death/grief.
Experiencing the death of a loved one or pet without adequate time to grieve can affect emotional well-being and work engagement.
Burnout.
Although burnout is a work-related phenomenon, it can impact relationships both inside and outside of the workplace. Burnout continues to be a huge concern: a 2024 study conducted by WebMD Health Services’ Center for Research revealed one-third of employees are experiencing burnout and 53% of managers report feeling burned out at work.
Climate/natural disasters.
Climate-related weather events like hurricanes, wildfires, and tornadoes are becoming increasingly frequent and severe. In a survey conducted by Gartner, 37% of employers found that following environmental or climate-related risks there was a severe impact on staff displacement and productivity.
Personal challenges also affect colleagues.
When life circumstances impact a colleague’s job performance, their team members may feel the burden. For example, when employees are absent due to personal crises, other team members may be asked to step in to cover the employee’s work. Projects can drag on or key tasks can fall behind schedule. If an employee withdraws emotionally, communication could break down, leading to confusion and resentment. All of this creates tension and can negatively impact team engagement. In certain roles, an employee who is distracted by personal issues could even pose a safety risk or make critical errors that affect the business.
How employers can support employees through personal challenges.
When supporting employees through personal challenges at work, it’s critical to meet employees with empathy and understanding. Acknowledge that life is unpredictable and it’s normal and okay for personal situations to affect work at times.
Next, seek to understand employee pain points so you can provide the right support. Surveys, focus groups and town halls are all ways to uncover where employees are struggling.
Finally, take stock of these common workplace supports to make sure they are meeting employees’ needs:
Support for well-being.
No matter what life throws at us, an employee well-being program that encourages employees to engage in healthy behaviors—like eating well, moving throughout the day, or learning how to manage stress—can help your people better weather personal crises.
Leaves and time off.
Paid family leave to deal with a temporary concern, bereavement leave, and parental leave for both parents can give employees the time and space to handle a family illness, death or welcome a new child without worrying about finances. If the organization is unable to offer leave, make sure employees know about the Family and Medical Leave Act (FMLA), which allows employees to take up to 12 weeks of job-protected unpaid leave to care for a family member or their own health.
Flexible work arrangements.
Allowing workers to choose their hours or work remotely helps them better manage personal and professional responsibilities. Flexible schedules empower employees to create routines that work for their unique needs.
Manager training.
Managers are the face of the organization for employees, so ensure they are equipped with the right tools and skills to support their team. Training in empathy, communication, mental health and knowledge of available programs and resources are essential for managers’ ability to support staff going through a difficult time.
Child and elder care.
For employees who are caregivers, family-friendly policies or access to child and elder care resources can make a huge difference. Parenting these days is not easy, and supporting parenting in the workplace is essential for today’s workforce.
Employee Assistant Programs (EAPs).
While they’re best known for mental health support, EAPs can also assist with relationship and parenting issues, finding child or elder care, and financial concerns.
Support for climate/natural disasters.
Employers are experimenting with benefits to support employees who are victims of climate-related events. These could include tax-advantaged financial assistance; pay advances; crowdfunding options; physical shelter support; mental health benefits; and disaster-related paid leave.
Financial wellness programs.
Offering financial wellness benefits can alleviate some financial stress and help employees be less distracted at work. These benefits might include tools to manage day-to-day finances, weather unplanned expenses, and plan and save for future milestones.
Employee benefits awareness.
Lack of resource awareness is one of the most significant obstacles for employee benefits utilization. Make sure to communicate often about what’s offered, so when personal circumstances arise, employees know where and how to get help.
To be sure, not every employer will be able to offer all of these programs and resources. But it’s important to act on areas where the organization can lend a hand. Doing so will cement your company’s position as an employer who cares about people both as workers and human beings and allow employees to be productive and engaged at work.
If you’re interested in learning more about how to support your employees holistically, request a demo today.
