Quick Links: Employee Satisfaction Surveys 4Cs Employee Survey FAQs Employee Survey Benchmarks
ABOUT SERVICES PRICING TESTIMONIALS ARTICLES BLOG CONTACT1-866-802-8095
Managing Sick Employees: The Fakes and the DieHards
Posted by Insightlink on 10/29/15
Sick or Not, They Could Both Be Faking
In a survey of 1000 people conducted by ColdEeze.com, the majority of employees think their colleagues are lying or faking being sick when they call in to report they won’t be coming to work that day. The study claimed that a ‘whopping 80 percent admitted that sometimes they don’t think their colleagues are telling the truth’. We all have off days or days when we need downtime but lying is not what you would expect from an engaged employee who is committed to their organization and cares about their work. You might expect to see this from disengaged workers, however, who have lost or maybe never had a close connection to their place of work. Calling in sick might be a red flag that an employee is just not that into you and here are some signs they might not be telling the truth.
TOP 5 EXCUSES
EXCUSES: THE BIGGEST RED FLAGS
Presenteeism may be an even bigger problem
If you do have employees who come to work sick, they need to be told to go home. Coming to work sick is called ‘presenteeism, a situation that some argue is more costly than absenteeism. Researchers say that ‘Unlike absenteeism, presenteeism isn’t always apparent: You know when someone doesn’t show up for work, but you often can’t tell when—or how much—illness or a medical condition is hindering someone’s performance. Studies show that being sick on the job can cut productivity as much as 30%. Presenteeism can spike and be worse during economic times when people are afraid of losing their jobs. And studies published in the American Medical Association have found the ‘on-the-job productivity loss resulting from depression and pain was roughly three times greater than the absence-related productivity loss attributed to these conditions. That is, less time was actually lost from people staying home than from them showing up but not performing at the top of their game’.
So while you are dealing with people on one hand who are faking their illness, you also need a plan to deal with the employees who insist on coming to work sick and getting them to stay home.
Simple and effective steps include:
The goal is to have a healthy workforce. If they are lying to you, that is one problem. If they are coming to work sick, that is another. An employee survey that can be customized to focus on employee health could be a worthwhile investment to find out what is happening at your organization.
Where does your company stand on each of the critical "4Cs" of employee engagement and satisfaction?
How many of each do you have?
AboutInsightlink Communications are experts in employee survey design, data collection and analysis. Since 2001 we've helped companies of all sizes measure and improve their employee satisfaction and engagement.
4Cs Blog Home
Four New Skills Future HR leaders will Need
5 Money-Saving Tips For International Companies
How Can Small Businesses Get Through Tough Times
How to Manage Workplace Disruption During The COVID-19 Pandemic
Now Is Actually The Perfect Time To Measure Employee Engagement
Insightlink's Acclaimed 4Cs Employee Survey
Advanced Online Survey Platform for Pros
Quick & Easy Online Surveys
Home of the Gallup Q12
World at Work
Engaged Employees Blog
HR ToolKit Guide to Employee Surveys
Good info on how to write surveys.
Makes 360 assessment surveys easy.
Online Employee Exit surveys.
4Cs EMPLOYEE SURVEY
ARTICLES & GUIDES
Copyright © Insightlink Communications. All rights reserved.