Behaviours related to attendance and productivity.
Presenteeism occurs when employees come to work despite being unwell or experiencing burnout, which can have several negative consequences:
Reduced Productivity: Employees may be physically present, but their performance and productivity are likely to be significantly diminished due to their health issues.
Increased Errors and Mistakes: Working while unwell or burnt out can lead to lapses in judgment, errors, and mistakes, which can impact the quality of work and potentially lead to further problems down the line.
Spread of Illness: Presenteeism can also contribute to the spread of illness within the workplace, as employees who come to work sick may infect others, leading to a decline in overall workforce health.
Exacerbation of Burnout: Continuously working while experiencing burnout can worsen symptoms and prolong recovery time, leading to a cycle of chronic stress and decreased well-being.
Absences from work due to burnout-related symptoms, such as chronic fatigue, stress, or mental health issues, can also have significant implications for both employees and employers:
Decreased Productivity: When employees are absent from work due to burnout, it can result in a loss of productivity and disruption to workflow, especially if their roles are critical to the functioning of the organisation.
Increased Costs: Absenteeism can lead to increased costs for employers, including expenses related to hiring temporary replacements, paying overtime to cover workload gaps, and potential losses in revenue due to decreased output.
Employee Morale: Frequent absences can also impact employee morale and team dynamics, as colleagues may have to take on additional responsibilities or cover for absent coworkers, leading to feelings of resentment or frustration.
Retention and Turnover: High levels of absenteeism due to burnout can contribute to decreased employee engagement, satisfaction, and ultimately, higher turnover rates as employees seek roles with better work-life balance and support systems.
Presenteeism: This refers to the behaviour of employees who come to work despite being unwell or experiencing other issues that impair their ability to function optimally. It involves physically being present at work but not fully engaging or performing at one's usual level due to health concerns, burnout, or other factors. It can manifest as employees pushing through illness, stress, or personal problems in order to fulfill work obligations, even though their performance and productivity may be compromised.
Absenteeism: On the other hand, absenteeism refers to the behaviour of employees who are frequently absent from work, either due to illness, personal reasons, or other factors. It involves employees being physically absent from the workplace when they are scheduled to be present, which can result in disruptions to workflow, decreased productivity, and increased costs for employers. Absenteeism can be occasional or chronic and may be related to physical health issues, mental health problems, burnout, or dissatisfaction with work.
Both presenteeism and absenteeism can have negative consequences for individuals and organisations, impacting employee well-being, productivity, morale, and ultimately, organisational performance. Effective management strategies and supportive workplace policies are essential for addressing these behaviours and promoting a healthy work environment where employees can thrive.
To address presenteeism and absenteeism effectively, organisations should prioritise employee well-being, foster a supportive work environment, promote open communication about mental health, provide resources for stress management and resilience-building, and encourage a healthy work-life balance. Additionally, offering flexible work arrangements, mental health days, and access to employee assistance programs can help mitigate the impact of burnout and reduce both presenteeism and absenteeism in the long term.