According to recent research from Aviva, 70% of workers admitted they have gone into work whilst feeling ill. Though some might say that their dedication to the job is admirable it doesn’t take a rocket scientist to work out why having sick people at work might cause issues.
Who knew a sneeze could carry as many as 100,000 germs and apparently be fired up to twenty five feet!? Yikes! Germs are spread so quickly, so it is a easy to see how before you know it, you could have a situation on your hands that is starting to look distinctly like an epidemic. One colleague ‘sharing’ their germs can mean a whole host of ‘lucky’ recipients all fall down the week after.
Why do we do it?
In Britain we like to adopt a stiff upper lip, and just get on with things, battle on through and enjoy the satisfaction of not letting a little cold beat us. But sometimes it’s less to do with our national culture and more to do with people feeling guilty or fearful of being absent for any period of time.
Of course though, either way there are certain things that you can do as an employer to make sure that office illness doesn’t knock your business off course…..
6 Great Ways To Combat Presenteeism In Your Business
- Ensure that you have a sickness and absence policy that’s fit for purpose: It should focus on supporting your staff as well as achieving your goals and objectives. A policy can rarely cover every instance of sickness or absence, however you can use it to set expectations on what you want team members to do in certain situations e.g do you let people work from home when they’re a bit ‘coldy’ but otherwise happy and strong enough to function (but when they are still likely to spread germs)? Or do you have a firm ‘go-home-log-off- and-get-better’ stance?
- Lead From The Front: When you or a member of the senior team are ill, make sure the policy guidelines are followed correctly – it’s the best way for behaviours to become part of the cultural norm.
- Address workload issues: More than 40% of employees who took part in the study said that they were too afraid their workload would pile up if they were to stay off sick. It may be time for you to take a look at your wider practices, and assess where problems might exist that need to be addressed. For example, is the distribution of the workload amongst the team fair and correct? Is there a system for sickness cover within teams for tasks to be distributed out when someone is off with illness? Is there any low value, frustrating work that can be farmed out elsewhere? And crucially, is the total work required for a project by an individual or team realistic in the time given or is it contributing to their wellbeing in the first place? All this of course can only be brought to light if employees feel able to let you know when things are getting too much…
- Consider Mental As Well As Physical Sickness: A new PwC study claims 34% of the UK workforce may have a health and wellbeing issue, with the most common being anxiety, depression and stress. It’s clear that there’s still a lot of work to be done in terms of supporting staff with mental health issues, and tackling the stigma that often exists around non-physical health and wellbeing. When creating your sickness and absence policies, it’s vital that you consider how you’ll be playing your part in creating positive change.
- Encourage Decontamination: It may sound a bit extreme but a simple action like offering hand sanitiser to your staff, or encouraging a dose of desk disinfectant, can go a long way to preventing bugs spreading. Especially in offices where you hotdesk or share a workspace.
If you have issues in your workplace surrounding presenteeism or sickness absence, then it may be time to call in the professionals. We can assess the effectiveness of your existing policies and procedures, ensure that you’re compliant with relevant legislation, and help you to move forward towards exemplary leadership.
Get in touch via firstname.lastname@example.org or call 0203 627 7048 to chat about how we can help you on the road to employee magic!
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