Absenteeism is an employee's intentional or habitual absence from work, this behaviour is defined as a counterproductive work behaviour. It can be extremely costly for businesses. Employers expect workers to miss a certain number of workdays each year, and excessive absences can impact on company productivity, finances, morale, quality of goods and services, in the ability to meet demand and other factors. The impacts of Absenteeism are not just for the employers, but also the staff suffering with overtime, augmented stress and Mental Fatigue due to understaffing and also the stress of rushing to catch up with filling in the absent co-worker´s position without the appropriated training.
Why does Absenteeism happen?
According to the National Institute of Mental Health, the leading cause of the Absenteeism in the United States is depression. Other reasons may be: burnout or Mental Fatigue , Fatigue, stress, low morale, bullying, harassment, personal stress ( outside of work), childcare or eldercare ( individuals may be forced to be absent from their job in order to stay home and take care of a dependent child or elder ), lack of motivation, illness, injuries and surely others.
What can be done to reduce Absenteeism ?
Physical health, Mental health, Work-home balance, Environmental health, Economic health, are the keywords that can be a challenge for employers and HR professionals to effectively reduce and control Absenteeism , to achieve some potential of those 5 keywords, employers most have a wellness strategy.
“ The logic with this approach is that healthier, happier employees will be more able and motivated to go to work each day, resulting in increased productivity (reduced Mental Fatigue) and higher morale for the individual workers as well as the entire team.” Measuring the return on investment (ROI) for workplace wellness strategies poses a barrier to incentivising companies to invest, “ typical metrics to help with ROI analysis include employee time, productivity, turnover, engagement and Absenteeism. ”
“The challenge, though, is that most people in HR don’t have a data science degree,” and don’t have acess to someone with these expertise which is why wellness strategies administrators should consider easy-to-use software tools that turn data into insights.
Poor Physical and Mental health, Work-home balance, Environmental and Economic health, impacts employees, their families, employers and the state.
Mental wellbeing, as defined by Mind Organization (UK), describes your mental state, but is dynamic, this means that an individual can have a relatively good mental wellbeing, despite the presence of a mental illness. If an employee has a good mental wellbeing he is able to: feel relatively confident in himself and have positive self-esteem; feel and express a range of emotions; build and maintain good relationships with others; feel engaged with the world around him; live and work productively; cope with the stresses of daily life; adapt and manage in times of change and uncertainty.
Keep in mind: the focus is to help employees “bring their best selves to work” and understand the impact of health metrics and give employees a more holistic view of their well-being helping them to be the best they can be at work, promoting wellbeing, preventing Mental Fatigue and consequently Absenteeism.