Much has been written about achieving work-life balance, but we all know the truth: sometimes life just runs right over the top of work. Family emergencies happen, relationships end, and health concerns hit hard – making it impossible for a person to focus on their work, at least in the short-term.
By law companies provide vacation or personal time to care for personal situations, but Dallas-based BerylHealth goes beyond requirements to truly care for colleagues facing dramatic situations in their home lives. Beryl does it because it’s the right thing to do, but as their chief operations officer makes clear, it has an added financial benefit.
Watch the video below to hear stories from three Beryl employees, and to view the corresponding discussion guide.
How to use this video: Watch this video with your senior leadership team, then use the questions below to launch a discussion on your own approach to assisting employees in challenging times.
Fonda shares how the Beryl staff surrounded her when her son died: staff donated months of vacation time, helped care for her daughters, and made sure the family had school supplies and holiday presents.
Michael, now one of Beryl’s longest employees, shares how the company helped pay for him to visit his dying mother.
Susan tells of the day her husband left her and their children, and the support she received from her colleagues.
It’s this support and care that helps make Beryl an industry stand-out, with exceptionally low turnover rates. Lance Shipp, Chief Operating Officer, says that has a significant benefit on the bottom line through greatly reduced recruiting and training costs.
With this in mind, discuss the video with your team:
- Think of the last time tragedy struck one of your employees. How did your company show care and concern? Who coordinated these efforts? What role did leadership play in this process? How did the colleague respond?
- Do you have an appropriate process for knowing the personal situations of your team members and providing support as needed? What would be the components of an appropriate process?
- Beryl’s COO makes the case that caring for colleagues benefits the bottom line by reducing recruiting and training costs. Is this true at your company? Are there other benefits?
- Caring cultures must be established by senior leadership. How do you create a caring culture? Should you do more? What steps are necessary to begin?
- What concerns (financial costs, creating an attitude of entitlement, fears of invading personal lives) do you have around caring for the personal needs of team members? What strategies can you identify for resolving these concerns?
Share your stories: How does your company care for employees in times of need? Share your stories by leaving a reply below.