I try not to let things surprise me, especially when it comes to research. I try to go into each project I lead with an open mind, no preconceptions that might foul up my analysis and conclusions.

I was awestruck with the results that Supervisors have a lower level of engagement than do Individual Contributors.

I was dumbstruck to learn employees caring for both a child at home and an adult loved one have a significantly higher level of engagement than employees who don’t.  In fact, the engagement levels of these “sandwich generation” employees is stronger than any other demographic group:  age, gender, industry, area of the company, geography, company size, tenure in the job, tenure in the company, union representation, etc…   The numbers are impressive:

64% Fully Engaged, 19% Reluctant, 17% Unengaged.

Nearly two thirds of these employees are “ready, willing, and able” to work hard on behalf of their employer.  Less than one in six are “halfway out the door”.  Nine in ten feeling their organization deserves their loyalty, proud to work for their organization, and strongly committed to making their company successful.  

Three quarters of these employees enjoy coming to work compared to just six in ten employees who are not caring for both children and an adult loved one, the same levels who agree their organization is highly ethical and are satisfied with the strategic direction of the company.

Seven in ten of these employees believe their organization provides opportunities for advancement compared to half of employees not caring for an adult loved one and a child under 18.   These employees are also 20% more likely to agree they have opportunities for promotion within my department or division and they feel an effort is made to get their input when decisions are made that impact them and 15% more likely to agree people are fairly rewarded and recognized for their contributions to the company’s success.

Perhaps the most fascinating data relates to the Work-Life Balance issue.  Both of these groups are equally positive as to whether managers recognize the importance of your personal and family life (60% agree) and this company is sensitive to the needs of its employees (50% agree).  Want another interesting finding?

Employees who are taking care of both an adult loved one and a child under 18 are more likely to agree they have been able to balance home and work life without hindering my career progression than employees taking care of a child or an adult loved one, or employees not taking care of either.   Now that’s a finding. 

The group that would seem to have the most balls to juggle as it relates to work-life balance are the ones most likely to good about their training and development and opportunities for advancement.

Whew.  As one of those sandwich generation employees and an owner of my own company, I feel fortunate to have a lot of flexibility in my schedule.  I kinda figured I was alone in that good fortune.  It seems that the most balanced workers may be the ones that have had balance forced on them… or maybe they have changed their phrase to “life-work balance“.  Either way it bodes well for the employees, their loved ones, and the organizations they work for.

It sure is nice when good things happen to good people.