The transition at work: why silence leads to absenteeism

“I thought I was going crazy”: what the transition really does to work (and why employers can't ignore it)

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“At first, I thought I was going crazy,” said Marieke, 47, a pedagogical assistant in the
childcare. She slept poorly, forgot appointments, was suddenly crying in the supermarket and got
palpitations and tensions from a parent conversation.

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She was always the happy controller, the colleague who kept the team afloat. And now she was about to fall over herself.

The doctor called it stress. The company doctor prescribed rest. But it didn't help.
Only months later, the penny dropped: the transition.
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When she came to me, she said:

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“If someone had told me this a year earlier, I wouldn't have fallen down as quickly.”

The forgotten phase in the workplace

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I hear it more often. Women between the ages of 40 and 60: loyal, experienced, the engine of many
teams in care and childcare organizations. Not because they no longer like their work, but because their body suddenly stops cooperating.

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Their concentration disappears, they sleep poorly, have joint problems, are more emotional or become overstimulated more quickly.

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And because we prefer to talk about goals rather than hormones in organizations, it often stays silent.

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What's really going on
The menopause is not a disease, but a phase where the body literally becomes anew
adjusted. Estrogen, progesterone and testosterone fall, affecting sleep, memory, mood,
temperature, muscles and concentration.

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Add to that: the high workload, staff shortages and caring for family or parents - and you have a good cocktail for fatigue and dropouts.

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According to TNO, one out of three women in this age group has menopausal symptoms that affect work.

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This is even higher in healthcare and childcare. And that affects not only the women themselves, but also the entire organization.

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If they fail, you not only lose capacity, but also knowledge, stability and connection. Marieke's way back
When Marieke started her journey, she was particularly afraid that she”too old” became for her work.

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We set to work step by step.
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She learned what was happening hormonally in her body and that didn't mean she went crazy.

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More knowledge often calms you down.
We structured her days, adjusted her diet, created recovery moments and discussed how she could share this with her manager without embarrassment. In addition, we also discussed medical options.

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Marieke spoke to her doctor about hormonal support and other options to sleep better and alleviate her joint problems.
That combination: knowledge, lifestyle and medical intervention, gave her the confidence that she could do something, instead of just “endure, put your shoulder to the wheel and wait for it to pass.”

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Within three months, she felt like herself again. She slept better, had less pain, dared to set her limits and was able to talk about her “warm moments” with humor.

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Her employer also saw the difference: Marieke was more of a stable factor, the team ran more smoothly, and, last but not least, her absenteeism was over.

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Why this story matters to employers
The shortage in care and childcare requires smart use of what you have. You can't miss experienced people anymore. And yet, they fall out, often unnecessarily, because we're having the conversation too late.

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Prevention sometimes sounds like a big thing, but it starts with something very small: attention. A manager who dares to ask: “How are you really doing?”

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And a woman who knows she can answer that honestly.

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Which helps, and even costs nothing

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1. Talk about it.
Make the transition as normal as pregnancy or caregiving. Ordinary, part of life and a good employer.

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2. Make sure supervisors know what it is.
No medical training, but basic knowledge already helps enormously.

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3. Provide quick access to help.
At Empowr, we work with a network of specialists, such as hormone coaches,
psychologists and lifestyle coachess, who provide easy support. No waiting lists, just someone who listens, explains and thinks along practically.

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4. Gun customization.
Start a little later, temporarily no night shifts, an extra break, small adjustments that make a big difference.
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What it brings
Marieke is now fully back to work. Her employer saved thousands of euros in absenteeism costs, but most importantly: she retained a committed, experienced employee who makes a difference for children and colleagues.
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And perhaps more importantly: the topic has become negotiable in the team.
The women sometimes laugh about it (“Is the thermostat set to 28 here?”) , but the ice has broken.
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There is understanding, recognition and openness.

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The invitation to employers
The transition will not go away automatically, but the shame can disappear. The sooner we talk about it, the fewer women we lose to unnecessary absenteeism. At Empowr, we believe in that preventive power: early identification, rapid action and
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Unburdening HR.
I am affiliated with Empowr as a hormone coach, so that organizations in healthcare and childcare can switch immediately: without waiting times, without a complicated policy.

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Sometimes prevention just starts with one conversation, at a lunch table, with a woman who
says: “I thought I was going crazy.”

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And someone who answers:
“No, you're just transitioning. And we can do something about that.”
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Martine Behrens — Hormone Coach & Career Coach
Simply Happy at Work | Joined Empowr

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