With searches for presenteeism up 216% in the last week, experts share why we often turn up for work when we’re sick and how managers can help foster a healthier work environment.
Ever shown up to work when unwell and less productive? That’s presenteeism. In our fast-paced business world, showing up to work while unwell can seem like dedication. However, the reality is far from ideal. Presenteeism not only hampers individual health but also drags down overall company performance. Take a look below at the reasons driving its rise and tips from Instant Offices on how to combat this toxic culture.
What Drives Presenteeism?
There are four main factors driving the rise in presenteeism:
- Manager Behaviour: As role models within a company, managers can significantly influence work culture. Due to a sense of responsibility to their teams, managers can also be significant presenteeism culprits and unknowingly put pressure on employees to act the same way. In organisations with high manager presenteeism, the ratio of employee presenteeism is often high too.
- Concern for Colleagues: Studies show presenteeism is prevalent in jobs where attendance influences other people. Employees are likely to go to work ill to avoid a colleague dealing with an additional workload or pressure, especially in situations where there is no replacement.
- Company Culture: Pressure to show commitment and loyalty to a job can lead to a rise in presenteeism. Studies have found perfect attendance to be seen as a sign of commitment to a job, while taking time off sick is seen as a sign of underperformance, particularly in the private sector. This kind of work ethic can be unknowingly perpetuated in an organisation by senior managers and long-time employees.
- Job Stress: The correlation between presenteeism and stress at work is high, and employees who feel unsure about their job security are more likely to show up when ill.
How to Foster a Healthier Work Environment
Lucinda Pullinger, Managing Director at The Instant Group said “The key to addressing presenteeism is empowerment and trust and this is enabled by flexibility. When employees have control over their schedules and work in well-designed workspaces – at home or in an office – they can work at their best. That is when employees and businesses can focus on performance and output which clearly drives productivity and commercial results vs just presence.”
- Put Employee Wellness on the Agenda:
Prioritise creating a supportive work environment. Equip senior managers with the skills to handle team dynamics positively and address chronic health and mental health issues effectively. Tailored perks such as gym memberships, monthly massages, healthcare screenings, and flexible work hours can significantly boost employee well-being and reduce presenteeism.
- Enable Seniors to Lead by Example:
Senior managers and line managers should manage their own attendance responsibly and advocate for a healthy work-life balance. They need the tools to identify and support employees with specific needs, setting a standard for the entire organisation to follow.
- Encourage Flexibility:
Offer employees the flexibility to adjust their working hours and environment in response to health conditions. Managers should work with team members to find the best working arrangements, such as remote work options or varied working hours, empowering employees to maintain productivity without compromising their health.
