Sickness Culture: An Employers Problem

Today, employers and social costs are feeling the impacts of a sickness culture across the country, with stress, back pain and mental health issues topping the list. But are employers doing everything they can to minimise or even obliterate this problem. This post examines the symptoms of poor wellbeing in the workplace and what can be done by the employer to ensure the wellbeing of their staff.

Recognising the Signs of Poor Wellbeing

Poor staff wellbeing can have a negative impact on both the individual and the organisation. It can lead to increased stress, decreased productivity, and a decrease in morale. It is essential for employers to recognise the signs of poor wellbeing to ensure that their employees are supported and given the correct support and resources they need to thrive. But managers, who are so often the first line of defence in addressing employee wellness and workplace stress, frequently lack the necessary training and support to deal with these complex issues effectively. Moreover, managers are not immune to the same pressures that weigh on their teams: heavy workloads, demanding roles and long work hours. Training for managers is a great step forward but here are several signs of poor wellbeing:-

1. One of the most obvious signs of poor employee wellbeing is an increase in absenteeism. If an employee is consistently missing work, it could be an indication that they are struggling with their mental health or other personal issues. Additionally, frequent absences can also have a significant impact on productivity, as it reduces the number of available resources for a company.

   
   

2. This can also lead to a decrease in productivity. When an employee is struggling with their wellbeing, it can be difficult for them to concentrate, making it harder for them to complete tasks efficiently. Additionally, if an employee is feeling overwhelmed or stressed, they may be less likely to take on additional responsibilities or to volunteer for new projects.

   
   

3. An increase in workplace stress is another sign of poor employee wellbeing. If an employee is feeling overwhelmed, they may become irritable, anxious, or depressed. This can lead to a decrease in morale and a negative impact on the overall working environment. Additionally, if stress levels are not managed effectively, it can also lead to physical health problems such as headaches, sleep problems, and high blood pressure.

   
   

4. You may also recognise a decrease in engagement. When employees are disengaged, they are less likely to participate in workplace activities, and they may be less motivated to complete their tasks. Additionally, disengaged employees are also less likely to provide feedback or suggestions for improvement, which can impact the success of a company.

   
   

5. In some cases, employees may also show signs of burnout. Burnout is a state of physical, emotional, and mental exhaustion caused by prolonged stress or work-related demands. Symptoms of burnout include feelings of hopelessness, cynicism, and a lack of motivation. If an employee is experiencing burnout, they may need to take time off from work to recover, which can further impact productivity and morale.

   
   

Preventing the Issue of Poor Wellbeing from Arising

But prevention is better than a cure, right? Now we discuss the urgent need for companies to re-evaluate how they ensure employee well-being and focus on providing sufficient support to managerial staff. Informed leadership can break this cycle to foster a culture of holistic wellness for all.

1. Hire More Staff If Heavy Workloads Are The Issue

This has to come from the top. Leaders have a duty of care for their employees, so if heavy workloads are assessed to be the problem, then adding staff to the team is necessary to more evenly distribute the work. Determining that more staff is required is a difficult reality to acknowledge, but replacing burned-out managers and employees will cost more in the long run.

2. Establish A Peer-Led Wellness Committee

A company could establish a peer-led wellness committee, which is composed of employees from various levels and departments. This committee would address well-being issues, provide support and create initiatives. By empowering employees in this manner, and by committing to solutions, the company can foster a sense of ownership, providing assistance to managers and promoting a holistic approach to wellness across the organisation.

3. Align Staffing Needs With Org Chart Management

Have you assessed your organisational chart recently? Too often, senior leaders change staffing with too little consideration of how it will impact the day-to-day of the teams beneath, which creates employee burnout resources are not aligned. Effective leaders consult middle managers to understand needs, challenges and opportunities. Properly staffed teams encounter less burnout.

4. Dedicate A Room To Meditation And Relaxation

Have a room dedicated to relaxation where the employee can take some time, say 5 minutes, to restore their well-being. The benefits of relaxation include feeling calm, restoring focus and clarity and increasing flexibility and creativity. The employee comes back to tasks more productive after taking a timeout.

5. Set An Example For Employees To Follow

Model good behaviour. Organisational leaders must manage their own well-being and demonstrate that this is normal, accepted behaviour. Prioritise exercise, delegate and establish and reinforce boundaries by saying “no” more, encouraging focus time, taking frequent breaks and scheduling and participating in fun. Encourage your team members to follow suit, and individual and organisational well-being will improve.

6. Invest in Respected Experts or Establishments

Investing in health sessions, or even breaks, for staff is probably one of the better ways of letting an employee know that they are valued and that you, as an employer, take their health seriously. Many organisations do this in one form or another.

Involve the best experts whose authority on the subject is respected and accepted. For example, the Police Federation provide access to health centres for physiological and psychological wellness.

7. Establish a Plan with Metrics To Examine Workloads and Unused Leave

Prepare a long-term, feel-good plan made up of small, doable steps. Get both employees and management involved at the planning stage, and a majority vote should decide where to start the program.

At the highest levels of the business, establish aggregated metrics that examine things such as workload, unused paid time off, overtime and so on. Every level should keep an eye on these indicators to show when the business, or specific departments, are becoming overworked so that actions can be taken. Measurable results that are felt across the organisation have to be celebrated on all levels.

8. Use Employee Focus Groups

Self help groups with peers are not expensive and can be such a great method of support to many who may be suffering from similar issues. Senior leadership support is key. Assess the issues with an employee survey, and use these employee focus groups to drill into the details. Address the issues one at a time with real changes sponsored by senior leaders. Have each project staffed by employees across the business. Senior leaders must model the new and desired behaviours, or initiatives such as this will fall flat.

9. Decide On And Implement A Culture Change

In situations such as this, organisations need to look at their culture and decide if they really want to change. If the culture isn’t changed, no number of health and wellness talks or initiatives will have any sustainable impact. Overworked, always-on cultures result in overall underperformance, so changing that “grind” mindset from the top is crucial. Set boundaries and embrace flexibility, and mean it.

10. Consider Implementing Mandatory Downtime Policies

Companies can consider implementing mandatory downtime policies. This approach ensures that all employees, including managers, have protected time to relax and recharge. The downtime experiences should then be shared. By limiting the potential for burnout and promoting a work-life blend, this strategy helps improve overall wellness and equips managers to better support their teams’ well-being.

11. Create A Health Listening Forum

Companies need to look at the root cause of a potentially costly problem such as this one. (It is costly because of increased absenteeism, healthcare costs and sick leave and decreased productivity). A health listening forum can elicit the underlying issues from employees across the board and invite potential solutions. People need to feel listened to so that implemented solutions have a higher success rate of sustainability.

12. Educate Management On Signs Of Burnout

Additionally, employers can offer training and resources to support employees to build resilience, increase their sense of purpose, and foster their sense of belonging in the workplace. Invest in managers and their ability to be influential communicators. Managers need to be educated on the signs and symptoms of burnout. They need to be equipped with tools and skills to have productive conversations with employees to rework priorities, while also influencing senior leaders to set realistic expectations. A company’s success depends on the health and well-being of its people.

13. Foster A Culture Of Self-Care And Resilience

Prioritise an inside-out approach by equipping managers with training and resources to manage their own well-being and learn skills to help build resilience, which will in turn positively influence their teams’ well-being. By fostering a culture of self-care and resilience at the managerial level, the company can create a ripple effect that promotes overall well-being among all employees.

14. Change Work Parameters From The Top Down

Well-being can’t be fixed by just offering resources or employee assistance programs. It’s a massive problem. A 2021 study by the World Health Organisation reported that 745,000 people died globally in 2016 because of overwork. And a study by Stanford University’s Graduate School of Business reported that 120,000 people die each year in the U.S. due to poor management. This problem needs a top-down approach where leaders change work parameters by hiring more people, ensuring paid time off is taken, training managers and more.

15. Set And Respect Boundaries Companywide

Clear boundaries are important and need to be practised by everyone across the organisation. For starters, leaders and managers—even if they are working around the clock and on holidays—should learn how to schedule emails so that they land in employees’ inboxes during office hours. It’s a simple yet impactful way to consistently convey a message to employees that it’s okay to log off and recharge.

Work emails are now illegal after business hours in France. Yes, you read that correctly. The French government pushed through a series of reforms meant to change workplace conditions in France. By doing this, staff learn to switch off from work, and it sends a message to them that their downtime is respected and should be valued. Perhaps other countries need to follow suit?

16. Reassess Workloads And Set Realistic Expectations

A company can improve a negative, demanding culture by reassessing employee workloads and setting realistic performance expectations. Initiatives such as stress management training, mental health resources and promoting work-life balance through flexible schedules or paid time off can be beneficial. This helps create a work environment that prioritizes employee well-being and health.

17. Create A Psychologically Safe Environment

Companies that focus on creating a psychologically safe environment see marked changes in the well-being of their employees. Employees feel comfortable being themselves, included and accepted for who they are, eliminating the need to “mask.” They can make mistakes, learn and grow. Their knowledge is embraced, and ideas are heard. And they can challenge the status quo and help be part of the solution.

18. Set Clear Expectations And Check In On Mental Health

Set clear expectations with your employees, addressing specifics such as how much PTO they should take, what time they should stop sending emails and so forth. Be explicit with these expectations, and then model these expectations yourself. Have a mental health check-in with your employees during your one-on-ones. Encourage them to say “no” to projects or to realign on deadline dates if their workload is too heavy.

19. Help Employees Improve Their Lives Outside Of Work

In one organisation, they believe that if you want to excel in life—not just business, but also marriage, parenting, wellness, networking and mindset—it takes dedication to shared core values and accountability in the workplace. By helping a team improve their lives outside of the office, it unlocks the law of reciprocity. By helping employees achieve their goals, they will help their employees in perpetuity because they feel valued at work, reducing sickness absence.

See also the Blog Habit #7 Sharpen the Saw

20. Listen when workers complain

    
    

Employers need to listen when staff are complaining, agree a plan to help, communicate it and then deliver on it. If staff do not know what is being done then they will not feel heard and they will give up. With workloads and limited resources they need to know that they are being taken seriously. Prevent your staff from developing a learned helplessness, where everything becomes a drama and feeds their mental wellbeing

Definition - Learned helplessness occurs when a person who has experienced repeated challenges comes to believe they have no control over their situation. They then give up trying to make changes and accept their fate. When people feel that they have no control over their situation, they may begin to behave in a helpless manner. This inaction can lead people to overlook opportunities for relief or change. For example, poor performance at work, even after putting in a lot of effort, can lead to feelings of learned helpless. People may be left feeling that no matter what they do or how hard they work, nothing will make a difference.

21. Autonomy in the Workplace

    
    

Autonomy in the workplace is closely linked to psychological empowerment. When employees feel they have control over their work and decisions, it leads to a greater sense of job satisfaction and commitment. This sense of control is a key factor in reducing work-related stress and anxiety, which are significant contributors to mental health issues. Autonomy also promotes a sense of personal growth and development, as employees are encouraged to take initiative, solve problems creatively, and develop their skills.

An organisation that values autonomy will demonstrate:

• Leadership Style: Leaders who are supportive, provide clear direction but also give freedom to approach tasks creatively.

• Culture of Trust: A workplace culture that values and trusts its employees' abilities and judgments.

• Flexibility in Work Arrangements: Options for flexible work schedules, remote work, and personalized work methods.

• Opportunities for Growth: A commitment to employee development and encouragement for taking on new challenges.

In conclusion, recognising the signs of poor employee wellbeing is crucial for employers. By identifying and addressing these issues, employers can help their employees thrive and improve their overall wellbeing. By promoting a positive workplace culture, providing support and resources, and encouraging employee engagement, employers can create a positive environment where their staff and business, can flourish. Productivity rises as does staff retention whilst sickness rates fall - all in all a very positive result.

There are many organisations that are recognising that poor wellbeing is harming their business, many of which have taken the decision to take action and provide an environment which fosters good wellbeing practices. see more Employment Heros.