Supporting Caregiver Wellness

We often talk about outcomes in medicine, e.g. length of stay, readmissions, lab values. But there’s yet another part of recovery that rarely makes it into our metrics: the role of caregivers. Caregivers are the ones who: - Help you remember your meds - Drive you to countless appointments or be with you after procedures - Sit in silence when words aren’t enough - Make you laugh when everything feels unbearably heavy after a surgery - Help with paperwork and insurance phone calls when they can As a physician and a transplant recipient, you know that I’ve seen it from both sides. In my opinion, caregivers often define what recovery looks like... even if no one writes it down. ✍️ If you build systems or care for patients, ask yourself: How are you including caregivers in the plan? Because without them, recovery can look very different for us and our patients. 🫀 P.S. Here are old photos of my favorite caregivers: my parents. I sometimes feel bad-- I'm the one who's supposed to be taking care of them as they age! But they will always be there for me and my health. #patientadvocacy #medicine #healthtech #womeninmedicine

Caring for others while holding down a full-time job isn’t just a personal challenge, it’s a workplace reality. We often talk about supporting working parents. But what about the sandwich generation... those simultaneously raising children and caring for ageing parents? Recent data shows that over 45 million employees also take on caregiving roles. Many experience burnout, reduce their working hours, or leave the workforce entirely. The business cost? An estimated $33 billion annually from turnover, absenteeism, and lost productivity. But here's the hopeful part: employers can help. Caregivers benefit greatly from flexibility, elder care consultations, support groups, and part-time arrangements that still retain full-time benefits. These aren’t just “nice to have” perks, they’re strategic investments in wellbeing, engagement, and performance. 𝗦𝘂𝗽𝗽𝗼𝗿𝘁𝗶𝗻𝗴 𝗰𝗮𝗿𝗲𝗴𝗶𝘃𝗲𝗿𝘀 𝗶𝘀𝗻'𝘁 𝗮 𝘁𝗿𝗲𝗻𝗱. 𝗜𝘁'𝘀 𝗮 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗮𝗻𝗱 𝗮 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗶𝗺𝗽𝗲𝗿𝗮𝘁𝗶𝘃𝗲. Perhaps we can broaden our lens beyond parental leave and consider how our policies can support all forms of caregiving. When we build systems that support caregivers, we build companies that work better for everyone. https://lnkd.in/gt2XgRQ5 #JaclynLeeThoughts #FutureOfWork #EmployeeWellbeing #HRLeadership #CaregivingAtWork #WorkplaceInclusion

In healthcare—and in life—good intentions aren’t enough. A group of seminary students prepares to give talks on compassion—some on the Good Samaritan. On their way to the lecture hall, they pass someone in visible distress. Surely, their moral training would guide them to stop. Right? The study found something unsettling: If they were in a hurry, they were far less likely to help—regardless of how much they valued compassion. This reveals something profound. Context shapes behavior—not in a rigid way, but enough to influence whether we respond with empathy or walk by. Now think about healthcare. Most clinicians enter the field with a deep desire to care. But like the students, our ability to act on that intention is shaped by their environment: 🚨 Long shifts 📋 Endless documentation 🏥 Understaffing 💔 Emotional overload Over time, many experience empathic distress—the toll of witnessing suffering without adequate support. Some detach to cope. Others find compassion satisfaction—a sense of meaning that sustains them. Here’s the heart of it: Clinicians don’t burn out because they lack compassion. They struggle when systems make it nearly impossible to live it out. Even the most empathic hearts falter in environments that reward speed over presence, output over connection. And yet, people vary—strengths and coping styles make a difference. What helps? To preserve empathy, we must create spaces where care can breathe: • Time to Care – Like the students in the low-hurry group, clinicians need room to connect. • Psychological Safety – A culture where emotions can be shared without fear. • Better Systems – Workflows that reduce burden and protect humanity. • Individual Support – Because no two people handle stress the same way. Compassion isn’t simply a personal trait. It’s a shared resource—one that systems can either nourish or deplete. If we truly value empathy in healthcare, we must design for it—while honoring the diverse ways providers stay connected to their purpose. What combination of systemic and individual support do you believe makes the biggest difference? I’d love to hear from those on the front lines—and those shaping the future of care. #JustOneHeart #Healthcare #Compassion #BurnoutPrevention #PsychologicalSafety #Empathy #PatientExperience

When I became a caregiver several years ago, I fumbled through medication management and wound care largely by trial and error (and by frantic late-night Googling!) I would’ve given ANYTHING for some proper training. That’s why I took note that as of January, Medicare started covering training for family caregivers in certain situations. If a doctor deems caregiver instruction necessary for the patient’s health, Medicare Part B can now pay for training sessions on things like safe mobility, administering injections, or managing medications. This policy change is quite modest for now, as typically Medicare focuses only on the patient, but I believe it is a BIG signal and a meaningful recognition that caregivers are an integral part of the healthcare team. I recently spoke with a home health nurse who’s excited to see families more *empowered* rather than left in the dark. For family caregivers reading this - know that you can ask your loved one’s provider about this benefit. It might cover, say, a few sessions with a physical therapist to learn safe transfer techniques, or a class on managing challenging dementia behaviors. The broader takeaway is that our healthcare system is slowly waking up to the needs of the family caregiver. I have seen firsthand how better training for family caregivers significantly reduces stress and also improves patient outcomes. We still have a long way to go, and maybe one day caregiver respite will be baked into benefits too. But, to me, this feels like real progress. It’s a signal that caregiver support is no longer viewed as a "feel good" extra, but rather, absolutely foundational to quality care for millions across America. ❤️

Stop the "𝓦𝓮𝓵𝓵𝓷𝓮𝓼𝓼 𝓦𝓱𝓲𝓽𝓮-𝓦𝓪𝓼𝓱𝓲𝓷𝓰". I'm seeing the national well-being agenda unfold. But I can predict that for many, corporate wellness will feel like a checkbox. Many will hear it but not understand it. Sure, wear that pedometer. Or download that mindfulness app. It's not going to be enough. Transformative sacrifices of leadership attitudes are necessary for genuine growth. 𝟏. 𝐑𝐚𝐢𝐬𝐞 𝐂𝐨𝐦𝐟𝐨𝐫𝐭 𝐟𝐨𝐫 𝐓𝐨𝐮𝐠𝐡 𝐂𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧 Leaders must move from advising to being in the comfort of what I call professional silence. Almost everyone thinks they "listen" when all they are doing is "hearing". Non-judgmental, active listening. Being present. Deep empathy. Stitching together common ground. These support destigmatizing difficult conversations. They will help people become more willing to speak, because you were willing to listen. 💬 𝟐. 𝐐𝐮𝐢𝐜𝐤 𝐅𝐢𝐱 𝐯𝐬 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭 It's tempting to slap on a wellness program and call it a day. True well-being is a marathon, not a sprint. Just because you woke up fine today doesn't mean it will be permanent. Commit to continuous learning. Understand the growing literature on well-being. Don't brush it off as "positive thinking". Everyone is on a journey to growth. Often, hurt people will hurt people. This is a greater call for even more conversations. Effective Conversation is NOT "chit-chat". It requires skill. It requires regularity. It's the leader's ultimate tool for solid culture. It shows that you value people beyond their immediate output. 🌱 𝟑. 𝐇𝟐𝐇 𝐂𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧 𝐃𝐞𝐩𝐭𝐡 𝐢𝐧 𝐏𝐨𝐥𝐢𝐜𝐲-𝐌𝐚𝐤𝐢𝐧𝐠 There are diverse needs. Be open to deeper conversations. Resonant policies empower individuals. Empowered individuals will be more engaged and productive. Enaged and productive culture cements competitiveness. Human being to human being. Not just another list of tasks and checklists. 𝟒. 𝐀𝐮𝐭𝐨𝐧𝐨𝐦𝐲 𝐯𝐬 𝐂𝐨𝐥𝐥𝐞𝐜𝐭𝐢𝐯𝐞 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲 A collective approach is the power of thinking together. Move from leader-centric to people-centric needs. Invite input from all levels. Hire a trained and grounded facilitator to manage this conversation. Develop clarity of conversation challenges. Enable leaders to navigate difficult convos. Build a shared responsibility for these. Sense of community will emerge. Community improves chances for retention and succession. It enables sustained progress. 👥 𝟓. 𝐅𝐞𝐚𝐫 vs 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 Transparency breeds trust, even when unpleasant. Share not just successes. Share struggles and setbacks. Build collective stories. Vulnerability takes courage. Courage enables transparency. Transparency breeds authenticity. Authenticity leads to genuine connection. Connection enables thinking together. Thinking together enables progress. 🌟 Thoughts?

Recently, one family left the Ronald McDonald House to go back to their village, and everyone gathered outside to say goodbye, just like we do when one of our family members leave.  It got me thinking about the invisible patient.  In pediatric care, we focus rightly on treating the child. But the invisible patient is often the parent. I have seen this time and again how a parent’s stress, anxiety, exhaustion or financial strain becomes a barrier to recovery.  When a parent breaks, the child’s healing slows. This is a simple and urgent truth.  That is why Ronald McDonald House India is close to my heart. It’s not just a place that offers a bed and a meal; it’s a psychosocial intervention. It creates a community where parents find companions who understand without explanation. And it reduces isolation, steadies anxiety, and restores the small routines that make care possible.  I have watched families arrive, often overwhelmed and exhausted, and gradually regain a sense of calm and resilience under one roof.  If healthcare is about curing people, then caregiving support is about healing the system around them. #CaregiverSupport #Healthcare #Community #KeepingFamiliesClose

I spent 20 years believing I just needed to “toughen up.” Every time I felt exhausted, I blamed myself. Every time I felt detached from my patients, I told myself to try harder. Every time I dragged myself into work after a sleepless night, I convinced myself it was just part of the job. Sound familiar? Here’s a hard truth: Burnout isn’t a sign you’re weak. It’s a sign your environment is broken. Some will disagree, insisting physicians just need to be more resilient. But let’s get real about what’s burning us out: 🔥 Excessive administrative tasks that steal time from patients. 🔥 24/7 call schedules that leave you running on fumes. 🔥 Leadership that values revenue over wellbeing. 🔥 A culture that rewards selfsacrifice but shames vulnerability. You can meditate, exercise, or read every selfhelp book out there. But none of that fixes a toxic system. Here’s what does: ✅ Acknowledging the system is the problem—not you. ✅ Refusing to accept “this is just how it is.” ✅ Finding your allies—other physicians who feel the same way. ✅ Speaking up, even when your voice shakes. ✅ Setting boundaries, even when they say you’re not “dedicated.” ✅ Demanding leadership listen, not just nod. ✅ Exploring new career paths when the old ones are unsustainable. If you’re feeling burned out right now, you’re not alone. You’re not broken. The system is. Here’s what you can do today: ☑️ Take a brutally honest inventory of your daily work environment. ☑️ List out every single factor draining your energy. ☑️ Identify one thing you can say “no” to this week—even if it’s small. ☑️ Reach out to another physician and talk openly about burnout. ☑️ Start a conversation with your team about what real support would look like. If enough of us stop blaming ourselves—and start demanding better, we can push for real change. We don’t have to accept the status quo. We can reshape healthcare so it works for us, not against us. Who’s ready to stop accepting burnout as “normal”? Share one thing you refuse to tolerate anymore. 🔔 Follow me, Dr. Heath Jolliff, for more tips ♻️ Share with your network to help them

"I just can't do this anymore." 💔 A colleague told me this last week. 15 years in healthcare. Brilliant, compassionate, dedicated. Burnt out. As a lifestyle medicine physician and burnout coach, I hear this more than I'd like to admit. She's not alone. New research shows nearly half of healthcare workers globally feel the same way. 📊 Here's what's breaking them: ❌ Chronic understaffing ❌ Impossible workloads ❌ Trauma exposure without support ❌ A culture where asking for help feels like failure But here's what frustrates me most: we have the solutions. ✨ Studies show that supportive management alone reduces the odds of burnout by 60-70%. The evidence is overwhelming: ✅ Adequate staffing works ✅ Peer support networks work ✅ Mindfulness programs work ✅ Leadership that actually cares works. We're not lacking evidence. We're lacking action. 🎯 In my burnout coaching practice, I see the same pattern: healthcare workers trying to "resilience" their way out of broken systems. But you can't meditate your way out of chronic understaffing. You can't yoga your way through moral injury. We need BOTH: 🧘♀️ Individual tools (mindfulness, resilience training, lifestyle medicine principles) 🏥 System-level change (staffing, culture, leadership support) So here's my ask for World Mental Health Day: 🌍 ( ..and every day ) If you're a healthcare leader → commit to one systemic change this quarter If you're a colleague → check in on someone today 💚  If you're a policymaker → fund mental health support for clinicians  If you're struggling → know that reaching out isn't a weakness, it's wisdom  If you're anyone → stop saying "thank you for your service" and start demanding they get the support they need Healthcare workers have been there for us through the darkest days. 🩺 Let's be there for them. 🤝 P.S. If you're a healthcare professional struggling right now, my DMs are open. You don't have to carry this alone. #WorldMentalHealthDay #HealthcareLeadership #MentalHealth #BurnoutPrevention #LifestyleMedicine #HealthcareWellness #PhysicianWellbeing #NurseWellbeing #HealthcareBurnout

💡 If you’re an employer, manager, or HR leader, try making this shift in the language you use - Ask: “Do you have any caring responsibilities outside of work?” You might be surprised who finally feels able to say: "Yes. Actually, I do." When employers ask “Who here is a carer?”, they often get silence — not because no one is caring for someone, but because the term “carer” doesn’t resonate with everyone doing that work. Here’s what happens: 🙅♀️ “No, I’m not a carer — I just check in on my dad every day.” 🙅♂️ “I wouldn’t call myself that… I’m just helping my partner through treatment.” 🙅 “It’s just what you do for family, right?” But change the question to: 👉 “Do you have any caring responsibilities outside of work?” And suddenly, the answers shift: ✅ “Yes, I support my mum with daily tasks.” ✅ “I care for my child who has additional needs.” ✅ “I help manage my sibling’s care plan.” Why this matters: 🔹 Many people don’t see themselves as carers, but they’re juggling invisible responsibilities that impact their time, energy, and well-being. 🔹 By asking about caring responsibilities, not carer identity, you can help people recognise their role and access support. 🔹 It’s a small change in language that can make a huge difference in how your employees feel they are seen and supported. Support for carers begins with recognition, and this is a very powerful first step or place to revisit.

There are over 11 million unpaid dementia caregivers in the United States.   They provide an estimated 18 billion hours of care per year.   The economic value of that care: over $340 billion annually.   And nobody is taking care of them.   I see it in my clinic every week. The patient comes in with their spouse or adult child. I assess the patient. I adjust medications. I update the care plan.   Then the caregiver walks out looking more exhausted than the patient.   What the research shows about dementia caregivers:   They are 2x more likely to develop depression ↳ They have higher rates of cardiovascular disease ↳ They report worse physical health than non-caregivers ↳ They have higher mortality rates ↳ 1 in 3 report symptoms of anxiety   The average dementia caregiver provides 30+ hours of unpaid care per week. Many provide 40-60. On top of their own jobs, families, and health needs.   What breaks my heart:   Most caregivers don't identify as caregivers. They say "I'm just taking care of my mom." They don't seek support because they don't think they qualify for it.   By the time they reach burnout, their own health has already been damaged.   What I've changed in my practice:   I now assess the caregiver at every visit. Not informally. Formally.   How are you sleeping? Are you eating regular meals? When did you last see your own doctor? Do you have anyone who can give you a break this week?   If I can't take care of the caregiver, I can't take care of the patient. They're a unit.   What every caregiver needs to hear:   You are not selfish for needing help. You are not failing if you feel overwhelmed. Your health matters too, and neglecting it doesn't help anyone. Respite care exists. Adult day programs exist. Support groups exist. Asking for help is not giving up. It's the smartest thing you can do.   The system is not designed to support you. That doesn't mean support isn't available. It means you have to look for it.   And the people around you need to look for you. This is one of my biggest arguments for earlier diagnosis - bringing in the cavalry to support the patient AND their support system. Otherwise, we see family structures breaking down and increasing distance between aging loved ones and the rest of their families.   📌 Follow Reza Hosseini Ghomi, MD, MSE for brain health that includes the whole family ♻️ Repost if you know a caregiver who needs to see this 💬 Are you a caregiver? What's the hardest part that nobody talks about?