The Absenteeism
Solution Company
Research conducted by the Chartered Institute of Personnel and Development demonstrates that minor illness, stress and musculoskeletal injuries are the top three reasons for absence. What is not typically reported is why?
What is the underpinning reason for these absences? Are your employees run down and therefore have a lowered immune system? Are they exhausted and cannot maintain a good posture?
We can help you to discover the answers to these questions.
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Using the latest statistical software, absenteeism can be analysed to determine trends and patterns and probably more importantly to ascertain why employees are absent. This information can then be used to predict future absenteeism or identify those employees most at risk from absenteeism.
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Accurate absenteeism data is essential and it may be that your company needs guidance on how to collect the right sort of metrics.
Presenteeism may be a lesser known concept than absenteeism but it can be just as important to identify and analyse.
Presenteeism is when an employee is at work, but for whatever reason their productivity is lower than expected. Validated questionnaires can be used to identify presenteeism and implement an intervention to support an employee before a significant issue develops.
Analysis of presenteeism can be performed in conjunction with that of absenteeism to ensure that issues are not just moving to another facet of wellbeing.
For instance, if employees fear that absence data is to be used as a disciplinary tool, they may present to work despite being ill and unproductive.
Research suggests that the fastest growing reason for absenteeism and decreased productivity within an organisation is due to mental health issues such as depression and anxiety.
Cognitive Behavioural Therapy and counselling are both excellent interventions to manage a range of mental health conditions that are either caused by a one off event or are more long term in origin.
Although not necessarily cures, both CBT and counselling can help an employee to self-manage their condition and therefore improve wellbeing.
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Our resident Cognitive Behavioural Therapist and counsellor, Julie Baker has a wealth of experience in both the NHS and private sector and by combining both methods, CBT and counselling, she provides an effective service
Behaviour and indeed changing employee’s behaviour is often overlooked. It is assumed that employees want to change and will embrace change if it is beneficial to their wellbeing. In fact, we are all drawn to the status quo even if we know that it may be detrimental to our wellbeing.
​The presentations conducted by our sister organisation, The Wellbeing Training Company, will introduce behaviour change techniques that will encourage employees to adopt more beneficial working practices.
Ultimately these will have a have a positive impact on wellbeing with a subsequent decrease in absenteeism.
Are your employees satisfied in their job?
Do employees feel that they have a positive work life balance?
Is the individual's role in the company challenging enough?
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Do employees actually believe that you value their wellbeing and are committed to improving it?
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A Government report published in 2014 determined that the above are all factors that can affect absenteeism, wellbeing and productivity. Using well researched questionnaires we can discover if your employees are happy working in your company.
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More than that, we use our unique approach to produce real time information on the here and now, as well as changes over time.
Our approach mitigates issues before they become a major influence on absenteeism.
Stress is often a reason for absenteeism, including in the long term and also as a contributor to other pathologies.
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Measurement of stress, utilising validated questionnaires, is relatively simple and a method that we would recommend when looking at your absenteeism profile. We can explore different roles within your organisation to determine if some employees are more prone to stress compared to others. We can also explore the "realms" of stress to determine the reasons underpinning absenteeism caused by stress.
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Our approach aims to mitigate issues before they become a major influence on absenteeism.