In the current economy, every penny counts. Workplace productivity is now more essential than ever, especially because many companies have downsized workforces. As a result, employees are stretched thin and are being asked to do more with less.
Presenteeism — the practice of coming to work despite having a medical condition — is a relatively new area of study. However, with the current economy pushing employers to do more with less, it’s an important challenge that needs to be addressed, as less productive workforces are also less profitable.
In a recent success story from a participant in our Workplace Possibilities Program, it took approximately 19 days for an organization to recoup the cost for an executive assistant (we’ll call her Jennifer) to work more productively with less pain.
A significant number of employees experience presenteeism as a result of arthritis. The disorder can affect people of all ages, and can create limitations on the work an employee can perform. To help manage presenteeism related to arthritis, below I share the cost, impact and solutions for this common medical issue.
To think some of the scents we smell every day — perfume, soap or lunch food — could be overwhelming enough to physically disable a person might sound unbelievable. For one employee with extreme allergies caused by fragrance sensitivity, it was a very real, burdensome issue. She began to have severe reactions, which began to limit her ability to perform on the job and increase her absences. Some creative thinking from our Workplace Possibilities on-site consultant, along with suitable accommodations, steered her situation into a positive direction. See more of this story in my video below.
If your employees were dealing with job-related stress, would you be able to recognize the signs? Would you choose to address it or do nothing at all? Employees are trying to deal with heavier workloads and increased responsibility in the workplace (aka “doing more with less”), which is leading to excessive stress and, in return, lower productivity. Where some employers shy away from addressing the issue head on, you and your management team might consider intervention as an option. This first post in a two-part series will offer ways you can take charge of employee job stress in your workplace.