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Kristen CavalloFeb 18, 2020 2:04:44 PM2 min read

Three Best Practices to Prevent Presenteeism

Presenteeism – when employees show up to work when they shouldn’t – is the flip side of absenteeism, and it’s just as corrosive to productivity and worker morale.

Typically, presenteeism refers to workers who are actively sick and potentially contagious. At best, they’ll be unproductive. At worst, they’ll spread their illness around the workplace, causing productivity losses to multiply. For this reason, presenteeism can be even costlier than absenteeism.

And unlike absenteeism, workplace culture can actually encourage presenteeism. For example, some managers believe that unplanned absences mean the worker is slacking. If the employee believes that their managers will hold their absence against them, they will come into the office even if they shouldn’t. In other cases, workers might feel they have no choice; millions of American workers have no paid sick leave, so they will come into work, no matter their condition, because otherwise they go unpaid.

Some managers might think showing up while sick demonstrates dedication; after all, isn’t getting “some” work done better than none?

The answer is a flat no; presenteeism is quite costly. For one thing, it can reduce individual productivity by more than a third. One study found that the total annual cost per person of presenteeism is $3,055.

Indeed, the Society for Human Resource Management estimates the cost of presenteeism at $150 billion to $250 billion per year. That’s more than half of all productivity losses in the workplace and is greater than the costs of medical care, prescription drugs and absenteeism combined.

Best practices to prevent presenteeism:

·  Offer flexible working options. Flex benefits are becoming increasingly popular in the workplace. “That way the employee gets some work done and doesn’t infect other workers,” says Ellen Kossek, a Purdue University faculty member who researches presenteeism.

·  Offer paid sick leave or PTO. Many workers who do not have access to some kind of leave benefits will simply come into the office rather than go unpaid. Appropriate benefits are the only way to prevent presenteeism in this group.

·  Do not punish or disincentivize employees for taking time off when sick. Policies that make it difficult or unpleasant for employees to stay home when they are genuinely unwell will incentivize presenteeism. Instead, create policies that allow employees to recover without worrying about reprisal or punitive action.

CoAdvantage, one of the nation’s largest Professional Employer Organizations (PEOs), helps small to mid-sized companies with HR administration, benefits, payroll, and compliance. To learn more about our ability to create a strategic HR function in your business that drives business growth potential, contact us today.

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Kristen Cavallo
Kristen Cavallo serves as HR Business Advisor at CoAdvantage, partnering with business leaders to strengthen HR programs and solve day to day workforce challenges. Since joining in December 2016, she has guided clients on employee relations, federal and state compliance, policy design, and organizational development so they can stay focused on growth. She is a trusted resource for sensitive workplace issues and turns complex requirements into clear, workable steps. Previously, Kristen served as a Regional Human Resources Advisor, managing a portfolio of clients and supporting larger accounts within the PEO model. Before CoAdvantage, she spent ten years in the healthcare industry in progressive HR roles from Generalist to Director of HR. Kristen holds two bachelor’s degrees from Florida Atlantic University in Human Resource Management and Health Administration, and an M.S. in Business Administration. She is PHR and SHRM certified. Kristen and her husband, Chris, live in South Florida with their sons, Cole, 13, and Christian, 9. Her older son, CJ, serves in the Marines, and her daughter in law is also active duty. The family supports Best Buddies and Special Olympics and cheers for the Buffalo Bills.

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