Employee retention has become one of the most pressing challenges for employers. Replacing an employee can cost a business anywhere from 50% to 200% of that employee’s annual salary, once lost productivity, recruitment time, and onboarding hours are taken into account. “These costs can be magnified further when dedicated, long-tenured employees step away or scale back due to personal responsibilities at home,” says Traci Johnson, founder of Checklist Concierge Service, LLC. “As caregiving-related pressures rise, many organizations are increasingly seeking practical ways to help their workforce stay supported, focused, and able to remain in their roles.”
The situations behind these decisions vary widely. In many households, employees are simultaneously supporting aging parents and raising young children. “So many professionals move for work and suddenly find themselves without nearby family or any form of backup support,” Johnson says. According to her, when those pressures collide with rigid schedules, limited backup care, or unpredictable needs at home, even the most dedicated employees can struggle to stay fully engaged.
Johnson also notes that a major contributor to turnover today is the sheer weight carried by working professionals balancing full schedules with family responsibilities. Recent national findings indicate that an estimated 63 million Americans served as family caregivers in 2025, a number that continues to climb. Seven in 10 of those caregivers are employed full-time and face difficult decisions about how to meet both professional and household responsibilities. She notes that these disruptions can affect not only the employee’s trajectory but also the stability and continuity that employers work hard to maintain.
Burnout also plays a significant role. Research reflects high stress levels among workers managing responsibilities across multiple generations. “The strain does not solely come from workplace expectations,” Johnson says. “It also emerges from the constant navigation of medical appointments, transportation needs, school-related responsibilities, and household logistics that must be handled during the very hours employees are expected to be at work.” She notes that many employees are handling tasks during the workday that could be delegated if they had the right support. “They are scheduling appointments, arranging transportation, coordinating care, or managing tasks when they are meant to be focusing on their roles,” Johnson says.
Checklist Concierge Service was created to help bridge these gaps by offering practical, day-to-day assistance to individuals who are overwhelmed by responsibilities that threaten their ability to stay present at work. While not a medical or caregiving provider, the company serves as a structured support system, assisting with tasks such as scheduling appointments, transporting family members, organizing essential errands, and coordinating time-sensitive needs that often pull professionals away from their work. Johnson explains, “When someone is paid to perform at a high level, helping them stay fully available benefits everyone, both the employee and the employer.”
According to Johnson, with increasing numbers of families stretched across long distances, employers are looking for meaningful, compliant, and supportive options that help retain valued team members who may otherwise scale back or step away. Building on that need, Checklist Concierge Service is preparing to launch a structured Employee Retention Program in early 2026. Under this model, businesses can contract for a set number of hours per employee, typically through six-month or one-year agreements, giving their teams access to dedicated support for responsibilities at home that typically interfere with the workday.
These programs are designed to help employees remain in their roles with fewer interruptions while giving organizations an opportunity to strengthen engagement and continuity across departments. “Employers want their teams present, focused, and supported,” Johnson says. “Providing access to practical assistance can be a cost-effective way to maintain that stability.”
For employers, high turnover can have substantial costs, while the loss of experienced talent might disrupt workflow, diminish morale, and impact customer satisfaction. By reducing the non-work burdens that push employees to reduce hours or exit the workforce, supportive solutions may help organizations retain individuals who contribute greatly to long-term success. Johnson emphasizes, “Employees often want to stay, but sometimes they just need the right structure around them so they can.”
In an era where professional and personal responsibilities often collide, organizations that help employees navigate these pressures may create the stability and continuity they have long sought. Checklist Concierge Service is working within this space, offering support that can help employees remain present and productive while reducing strain on their employers.
Bio:
Traci Johnson is the founder of Checklist Concierge Service, LLC, where she redefines concierge support as an everyday resource. Drawing from her own experience balancing work, parenting, and caregiving, she understands the pressures of modern life. Her expertise in community engagement and operations guides the company’s mission to help clients reclaim time and focus on what truly matters.
Sources
- Built In, The True Costs of Employee Turnover, https://builtin.com/recruiting/cost-of-turnover?
- AARP, Caregiving in the US 2025, https://www.aarp.org/pri/topics/ltss/family-caregiving/caregiving-in-the-us-2025/?
- Workplace Wellbeing Professional, Workplace Stress Still Top Concern Across Generations, Say Employers, https://workplacewellbeing.pro/news/workplace-stress-still-top-concern-across-generations/
