Workplace wellbeing getting a bad wrap
With all of the buzzwords and fluffy perceptions that can surround “Wellbeing in the Workplace”, leaders can lose sight of the organisational benefits of their employees being “well”. Wellbeing interventions can easily become a tick the box exercise to tell employee’s that “we care” and to paint a desirable picture for prospective candidates. Additionally, interventions are often a reaction to a negative and current situation. What this can mean is that preventative and effective interventions that impact productivity and return on investment can be non-existent and organisations may be missing opportunities for profit and growth.
The cost is larger than absenteeism
Wellbeing interventions can reduce absenteeism rates, however, we need to make sure that we do not get this confused with believing that employees are “well” if they are coming to work. Researchers are now uncovering that presenteeism is more costly to organisations than absenteeism – the cost is nearly four times that of absenteeism as shown in a report by Medibank in 2011. This silent killer is costing the Australian economy approximately $35 billion dollars per year.
What is Presenteeism? Presenteeism refers to loss in productivity from employees who come to work when they are physically or psychologically unwell. Not only is there a loss in productivity, but employees can also:
- Aggravate their condition or prolong recovery
- Infect others
- Influence others to do the same
- Become a safety risk – particularly with mental health & fatigue
- Have a negative impact on moral
- Increase the number of sick days taken
Here are some of the causes of presenteeism, with most falling back into the health and wellbeing category:
- Unhealthy lifestyles
- Untreated allergies and asthma
- Poor work-life balance
- Job-related stress
- Absence policies
- Some team climates and organisational cultures
What can we do about it?
- Understand Presenteeism by doing your research, both from external sources and within your organisation
- Take wellbeing seriously
- Promote healthy lifestyles
- Invest in the health and wellbeing of employees
- Recognise and communicate the difference between positive and negative absenteeism
- Leaders and supervisor’s role modelling behaviours – this includes demonstrating that you are invested in your own health and wellbeing
- Increase respect and concern for employee stress at work
- Create a supportive workplace culture
The cost of presenteeism is significant, not just to the health and wellbeing of individuals – which in itself has its own consequences – but also to the health of the organisation.
Don’t let presence fool you.
References
Australian Industry Group. (2015). Absenteeism & Presenteeism Survey Report 2015.
Aronsson G, Gustafsson K, Dallner M (2000) Sick but yet at work: an empirical study of sickness presenteeism. Journal of Epidemiology and Community Health. 54. pp. 502-509.
Ashby, K., & Mahdon, M. (2010). Why do employees come to work when ill? An investigation into sickness presence in the workplace. The Work Foundation.
Cancelliere, J., Cassidy, D., Ammendolia, C., Côté, P (2011). Are workplace health promotion programs effective at improving presenteeism in workers? A systematic review and best evidence synthesis of the literature. BMC Public Health, Vol. 11.
Caverley, N., Barton Cunningham J., MacGregor, J. N. (2007). Sickness presenteeism, sickness absenteeism, and health following restructuring in a public service organization. Journal of Management Studies. 44 (2).
Chatterji, M., & Tilley, C. J. (2002). Sickness, absenteeism and sick pay. Oxford Economic Papers. 54. pp. 669–687.
Dew, K., Keefe, V., Small, K. (2005). Choosing to work when sick: workplace presenteeism. Social Science and Medicine. 60. pp. 2273–82.
Garrow, V (2016). Presenteeism: a review of critical thinking. Institute for Employment Studies. Report 507. pp. 1-84.
Huver, B., Richard, S., Vaneecloo, N., Delclite, T., Bierla, I. (2012). Sick but at work. An econometric approach to presenteeism. (2012). 15th IZA European Summer School in Labor Economics, Buch am Ammersee, April 23–29.
Medibank (2011). Sick at work ‘The cost of presenteeism to your business and the economy’.
Taylor, P., Baldry, C., Bain, B., Ellis, V. (2003). A unique working environment: Health, sickness and absence management in UK call centres. Work, Employment and Society. 17 (3).
Yang, T. et al (2016). Effects of co-worker and supervisor Support on job stress and presenteeism in an aging workforce: A structural equation modelling approach. International Journal of Environmental Research and Public Health. 13 (72). pp. 2-15.
AI Group 2015 Report
http://wmhp.cmhaontario.ca/workplace-mental-health-core-concepts-issues/issues-in-the-workplace-that-affect-employee-mental-health/presenteeism#_ftn7