How Absenteeism and Presenteeism Affect Productivity

According to Kaiser Permanent, U.S. employers face an annual cost of $2,945 per employee due to productivity losses caused by absenteeism and presenteeism resulting from chronic illnesses and injuries.

What is the difference between absenteeism and presenteeism?

Absenteeism:

Presenteeism:

Absenteeism and presenteeism can significantly reduce workplace productivity:

Absenteeism:

• Reduced Workforce Availability: When employees are absent, their tasks remain uncompleted, leading to delays and increased workloads for present staff.
• Increased Operational Costs: Organizations may incur additional expenses to cover absent employees, such as hiring temporary staff or paying overtime to existing employees.
• Decreased Employee Morale: Frequent absenteeism can burden remaining employees, potentially leading to burnout and decreased job satisfaction.

Presenteeism:

• Reduced Productivity: Employees working while unwell or distracted are less efficient, leading to lower output and quality.
• Increased Error Rates: Illness or stress can impair concentration, resulting in mistakes that may require rework and affect overall productivity.
• Potential for Increased Absenteeism: Presenteeism can exacerbate health issues, leading to more frequent or prolonged absences in the future.

How to Identify Absenteeism and Presenteeism in Your Organization:

Identifying Absenteeism:

• Monitor Attendance Patterns: Track employee attendance to identify frequent or unexplained absences. Look for patterns such as regular absences on specific days (e.g., Mondays or Fridays) or during particular seasons. (Superbowl Monday!)
• Analyze Absence Data: Calculate absenteeism rates across different departments, shifts, and job roles to pinpoint areas with higher absenteeism. This analysis can help senior leaders and HR understand the scope and impact of absenteeism within the organization.
• Assess Impact on Operations: Evaluate how absenteeism affects productivity, quality, and safety. High absenteeism can lead to increased workloads for remaining employees, potentially causing burnout and decreased morale.

Identifying Presenteeism:

• Observe Performance Indicators: Monitor signs of reduced productivity, increased errors, or diminished quality of work, which may indicate that employees are working while unwell or distracted.
• Conduct Employee Surveys: Use surveys to assess employees' self-reported health status and their perception of how health issues affect their work performance. This can provide insights into the prevalence of presenteeism within the organization.

Manage Absenteeism and Presenteeism

Managing Absenteeism:

• Implement Clear Attendance Policies: Establish transparent and fair sickness policies that outline expectations for reporting illness, documenting absences, and returning to work. Communicate these policies to all employees to foster a culture of mutual respect and accountability.
• Monitor Attendance Patterns: Regularly track employee attendance to identify frequent or unexplained absences. Look for patterns such as regular absences on specific days or during particular seasons, which can help in understanding the scope and impact of absenteeism within the organization.
• Provide Support and Flexibility: Offer support to employees during periods of illness and consider flexible work arrangements to accommodate their needs – even for those Superbowl fanatics. This can help reduce absenteeism and demonstrate a commitment to employee well-being.

Managing Presenteeism:

• Encourage Open Communication: Foster an environment where employees feel comfortable discussing health issues without fear of stigma. Encourage open communication to identify and address health concerns that may lead to presenteeism.
• Promote a Healthy Work Culture: Cultivate a workplace culture that values health and well-being, where employees are encouraged to take necessary breaks and utilize sick leave when needed. This can help reduce the pressure to work while unwell.
• Have a Robust Wellness Program: On-site yoga, counseling services, sports and recreation opportunities, and healthy options at the cafeteria are ways to improve wellness at work. Also, benefits packages should provide access to mental health services, women’s health (like annual pap smears, mammograms), reproductive health, parent leave, and more.