These behaviors aren’t going anywhere without intervention.
Presenteeism is nothing new, but its impact on companies has grown more complex and long-lasting, with the employee practice recently taking over certain companies.
Blame it on people’s worry over their jobs or the fact that management structures simply do not have enough awareness of this challenging phenomenon.
Either way, it’s a worry.
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Presenteeism is a complex issue that affects many changing workplaces around the world.
It refers to employees coming to work despite being ill or overworking when it’s not necessary, which can lead to decreased productivity and potential health issues.
Unlike absenteeism, where employees are physically absent from work, presenteeism involves being present at work but not functioning at total capacity.
Background Overview of Presenteeism in the Workplace
Presenteeism has been a topic of interest in organizational psychology and human resources for several years. It was initially identified in the 1990s, but its prevalence has increased with the rise of the digital age and the blurring of boundaries between work and personal life.
The issue is often linked to workplace culture, job insecurity, high workload, and lack of replacement staff.
Different Types of Presenteeism
Presenteeism can manifest in several ways:
- Health-related presenteeism: This is the most common form, where employees come to work despite being sick.
- Overworking: This involves employees working beyond their scheduled hours regularly, even when it’s not required.
- Non-productive presenteeism: Employees are physically present but mentally disengaged, leading to low productivity.
Impact of Presenteeism in the Workplace
Presenteeism can have several negative impacts:
- Decreased productivity: Employees may be physically present, but their productivity is often reduced.
- Increased health issues: Continual presenteeism can lead to chronic health problems, both physical and mental.
- Negative work culture: It can contribute to a toxic work environment, leading to low morale and high turnover.
Features and Challenges with Presenteeism in the Workplace
Presenteeism is often characterized by long working hours, lack of breaks, and employees working while ill. The main challenge in dealing with presenteeism is its invisibility.
Unlike absenteeism, it’s not always easy to identify.
It’s also often ingrained in the workplace culture, making it difficult to change.
Identifying Presenteeism in the Workplace
Here are eight ways to identify presenteeism:
- Frequent mistakes: Employees make more errors than usual.
- Decreased productivity: Despite long hours, output is low.
- Exhausted employees: Employees look tired and overworked.
- Increased irritability: Employees are more irritable or short-tempered.
- Lack of engagement: Employees seem disinterested or disengaged.
- Poor health: Frequent minor illnesses or complaints about health issues.
- Long hours: Employees consistently work beyond their scheduled hours.
- Low morale: There’s a general sense of dissatisfaction or low morale among employees.
Challenges with Tackling Presenteeism in the Workplace
The main challenge in tackling presenteeism and attrition is changing the workplace culture. For example, a company that values long hours and working while sick will have difficulty reducing presenteeism. It’s also challenging to measure and track, making it hard to identify and address.
Overcoming Presenteeism in the Workplace
Here are five steps to overcome presenteeism:
- Acknowledge the issue: The first step is recognizing that presenteeism is a problem.
- Promote a healthy work-life balance: Encourage employees to take breaks and discourage overworking.
- Implement flexible work policies: Allow remote or flexible hours to reduce stress.
- Promote a supportive culture: Create a culture where employees feel comfortable taking time off when sick.
- Provide resources for mental health: Offer resources like counselling or stress management workshops.
Conclusion
Presenteeism is pervasive in many workplaces, leading to decreased productivity and increased health issues.
By recognizing the signs and implementing supportive policies, companies can reduce presenteeism and create a healthier, more productive work environment.
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With 30+ years of experience, Catherine Fitzgerald, B.A., M.A., PGDip, founded Oak Innovation in 1995. Catherine received her Bachelor’s degree and Master’s from University College Cork. She holds qualifications in Professional Development And Training from University College Galway. She is completing a second Master’s from University College Cork. Since 1995, clients include Apple, Time Warner, and Harvard University.