What is presenteeism?

Presenteeism is when an employee is less productive than usual due to a distraction, like illness, stress or personal issues. Unlike absenteeism, where employees are absent from work, presenteeism involves being physically present but not functioning at full capacity.

Consequences of presenteeism

Left unchecked, presenteeism can result in the following consequences:

• Difficulty reaching company goals: If employees aren’t as productive as usual, they may not complete important tasks on time, making it more difficult for your company to reach its goals.
• Reduced morale: When one employee is less productive than usual, other employees may have to pick up extra tasks. If presenteeism is not addressed, the employees doing extra work may feel less enthusiastic about their jobs, leading to lower morale.
• Errors: In some cases, presenteeism leads to serious errors because employees aren’t paying attention to their work.
• Increased risk of burnout: Job burnout is characterized by high levels of stress linked to a person’s work. If presenteeism forces some of your team members to take on extra work, they may end up feeling burned out due to their increased workload.

How to prevent presenteeism

Although presenteeism has consequences, there are many things you can do to prevent it. Consider these tips to help prevent presenteeism in your workplace.

1. Set realistic standards

Presenteeism often occurs because employees believe they’ll face negative consequences if they call in sick or use their personal time. One way to combat this perception is to set realistic productivity standards instead of evaluating performance based on how much time employees spend at their desks.

For example, if you manage the accounting department, you may want to evaluate your employees based on how many invoices they pay each week. When you set realistic standards, employees are more likely to use their paid time off when needed instead of trying to work while distracted.

It can also be helpful to lead with empathy. Empathetic employers can set realistic standards by understanding employees’ capabilities and limitations. They recognize that each individual may face different circumstances affecting their productivity. This can lead to a more supportive and understanding environment where employees feel valued.

Read more: How to Prevent Toxic Productivity and Improve Workplace Culture

2. Give employees enough sick days

When employees have enough sick days, they can take the time they need to fully recover from illnesses and injuries. If employees come to work sick, they may spread their illnesses to other team members, increasing the risk of presenteeism in the future.

Communicate to employees that their wellbeing is important. Tell them it’s important to rest and recover before coming back to work. Additionally, lead by example by encouraging people managers to take time off when they need it. Your employees will appreciate having a workplace that values their health.

3. Encourage employees to take vacations

It’s important to encourage employees to use their paid time off, no matter how they use it. Vacations and personal days help employees recharge and return to work ready to be productive. Taking time off helps reduce stress and may even improve sleep quality, making employees happier, healthier and more productive.

4. Allow employees to make up work later

If an employee needs to leave work early because they’re feeling unwell or need to take care of personal matters, consider giving them the option to come in early or stay late another day to make up their work. This is beneficial to employees who experience recurring illnesses since they won’t have to use their paid time off to leave work early. By offering a flexible time-off plan, you can improve job satisfaction and help your employees recover faster.

5. Consider providing full health coverage

Look for employee health coverage that encompasses a range of health needs. This makes it easier for employees to access preventive care and address minor health concerns before they turn into chronic problems. If you can, offer a plan that includes extra benefits, such as gym memberships or health coaching.

Many insurance companies even offer programs designed to help plan participants manage chronic health conditions. For example, you may be able to find a plan that pays for team members who have diabetes to speak with a dietitian at no charge.

6. Provide healthy food options

Another perk you can offer is having the office fridge and pantry stocked with fruits, vegetables and other healthy food options. When you encourage healthy eating, you help employees get the nutrients they need to stay productive. If you decide to offer free snacks or meals, make sure you accommodate employees with food allergies or dietary restrictions. For example, you may need to offer dairy-free options for employees who are lactose intolerant.

7. Offer gym memberships

Regular exercise reduces the risk of heart disease, promotes good mental health and improves sleep—all things that keep your employees happy and healthy. Gym memberships might also be cost-effective for your business in the long run, as employees will feel healthier and more productive. Some facilities also offer small, on-site gyms that all employees can access at no additional cost. You can encourage your employees to take 15 or 30-minute breaks to exercise during the workday.

8. Make sure leaders use their sick days

Employees are more likely to use their sick days when people in leadership roles use them when needed. If leaders model the behavior of working while ill, it sets an expectation for others to do the same, resulting in employees coming to work when they should stay home to recover.

9. Provide coverage

Some employees show up to work sick because no one else can handle their duties. This leaves crucial tasks incomplete while they’re gone, or the work might get done by someone who lacks the necessary training or skills, leading to an increased workload when they return.

Cross-training team members and ensuring everyone has a backup option can encourage employees to stay home when they’re sick because they know someone else can handle their tasks.

FAQs about presenteeism

What is the difference between presenteeism and absenteeism?

Presenteeism is when employees come to work when they’re sick or distracted by something else. Absenteeism is when employees call out of work often, sometimes without providing a clear reason.

When you define presenteeism vs. absenteeism, the key difference is that employees struggling with presenteeism show up as scheduled, while employees struggling with absenteeism don’t show up for work at all.

What are some common reasons for presenteeism?

Presenteeism stems from a work culture that values the amount of time spent at a desk over the amount of work accomplished. Workplaces might experience presenteeism when employees:

• Feel the need to prove productivity by being present at work
• Need to complete tasks in the workplace
• Experience pressure to complete big projects or assignments
• Don’t have enough sick days to stay home
• Worry about disciplinary action, losing their job or missing out on promotions due to missing work

How can employers promote the importance of taking sick days?

Employers can do their part by creating a work culture that values employee health and wellbeing. One way to do this is to put a sick day policy in your employee handbook, outlining when staff members should take sick days. The process involved in taking a sick day should be easy for employees to follow, and private health information should remain between employees and their doctors.

If you notice presenteeism in your workplace, consider increasing the number of paid sick days available to employees. When employees have a limited amount of sick time, they may avoid calling in sick unless it’s an emergency. Giving employees more sick days encourages them to take time off instead of coming to work when they’re unable to focus.