Presenteeism Defined: How to Reduce Presenteeism

Presenteeism is the lost work productivity that happens when sick employees show up to work but cannot do their job due to their poor health. Some employees will show up to work—either virtually or physically—even when they feel physically ill or face mental health conditions or chronic illnesses. Employees engaged in presenteeism try to increase their productivity but they cannot physically or mentally contribute to the workplace.

The impact of presenteeism costs US employers billions of dollars every year. Presenteeism typically takes place in workplaces that don’t promote a work-life balance or that lack a sick leave policy.

Presenteeism also happens in a workplace culture that has high levels of job insecurity. Employees may refuse to take time off because they worry about losing their job or fret that they won’t have the same career advancement opportunities.

The costs of presenteeism includes harm to employee health, lost productivity, and more. Presenteeim can:

1. 1. Affect other team members: Employees may have to help those who cannot complete their tasks.
2. 2. Result in lost productivity: Employees who show up because they feel obligated to do so will not work at their maximum capacity. This lost productivity results in missed deadlines, lengthier project times, and low quality of worker output.
3. 3. Worsen employee health issues: When a sick employee tries to work through their sickness, they do not prioritize the rest they need to address the issue. Sick employees then stay unwell for a longer period of time. Additionally, when a physically sick employee comes to work, the illness can spread from one person to the next, creating a public health issue.

Unlike presenteeism, which is when an employee shows up to work while sick, absenteeism is an unscheduled absence. Absenteeism happens when a worker has to take an unexpected day off of work because of a family emergency, or unexpected situation. Employees engaged in presenteeism will be physically or virtually engaged in work but unable to do their jobs as usual.

Unlike physical sickness, presenteeism is often invisible. For that reason, managers need to work to change company culture, increase employee engagement, and adapt workplace policies. A few ways to reduce presenteeism include:

1. 1. Change company culture. Make it possible to talk about chronic conditions and health issues in the workplace. Provide training to both employees and people in leadership positions about how to better understand health in the workplace. Train managers to recognize the signs of mental health conditions, like stress, so that they know how to help employees. This is an important step toward destigmatizing mental health conditions like depression or anxiety.
2. 2. Embrace remote work. Productive work doesn’t have to happen in an office. Creating the opportunity to do remote work whenever possible can boost employee morale and help employees have a work-life balance. When employees can work from home with flexible hours, they can more easily work around sickness. It also helps them to avoid getting anyone else sick.
3. 3. Increase company morale. Companies with high morale have a much higher employee retention rate since these employees value their jobs and look forward to work. Establish a culture of open communication in your organization by encouraging employees to ask questions and give feedback. Encourage employees to take lunch breaks where they can disconnect from work (rather than eating lunch at their desks) during the workday, consider enforcing a weekly no-meeting day, and plan regular activities to help employees take a break.
4. 4. Manage the problem. Some individuals avoid taking sick days because they cannot transfer their work to other company employees. Take a look at each person’s responsibilities, and make changes to ensure that the company can continue even with an unexpected absence. Review your current strategies and look for ways to reduce overall job stress. Reviewing workplace policies and workflow will promote employee engagement and create a more resilient organization.
5. 5. Offer wellness programs and resources. Show your employees you care about their physical and mental health by offering wellness resources like health education classes, fitness and meditation sessions, and counseling. These resources will encourage your employees to prioritize their wellbeing and a healthier work-life balance.
6. 6. Promote a sick leave policy. Some employees avoid taking health-related leave because they fear losing out on advancement opportunities. Let them know that this is not the case. Instead, ensure that company employees understand their rights to sick days and provide a flexible sick leave plan that works for both physical and mental health conditions. Managers should encourage sick employees to take sick leave, and lead by example by taking sick days themselves when needed.

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