Absence from work due to ill health has a huge and adverse effect on individuals, businesses and the economy as a whole. Every year 130 million working days are lost to sickness absence. This equates to 2.8 per cent of all working time, or 6.5 days for each worker each year, and according to the 2012 CBI Absence survey, the annual cost of absence to the UK economy is £17 billion.
There is evidence that supportive employers who treat their employees well and are prepared to be flexible have lower staff turnover and increased workplace productivity. Many employers have absence management policies and systems for recording absence, but even where absence records are kept, many organisations still have problems because of inaccuracy or inadequacy of the information collected. Relatively few actually use the information to improve staff wellbeing, and only one in five measures the financial costs and lost productivity.
Identify absence trends
Before you can reduce absence, you need to measure it. Simple systems such as absence reports or forms are widely used, but can be labour intensive for all concerned. If absence can be recorded automatically and electronically, it is not only less time-consuming to complete and collate, but the data can then be analysed effectively. Sophisticated software can produce reports that identify absence patterns and trends at an early stage and monitor KPI indicators. These aid the early recognition of causes, such as stress, before they become serious, so action can be taken to counter the effects. It also allows monitoring of initiatives to see how effective they are.
Improving the well-being of staff is more than just reducing sickness and absence. It requires a broader approach that includes physical, mental and social health. A workforce in a good state of health and wellbeing is physically and mentally able and willing to be more engaged at work. As a result they will be more productive, contributing positively to the organisation’s success.
Introducing practices such as flexible working hours, and working from home has been shown not only to reduce absence, but actually increase productivity and employee engagement. A recent ‘Job Exodus’ survey conducted by Investors In People found that 34% of employees would prefer flexible working to a 3% pay rise.
Employee engagement
Engagement is a two-way process, so as well as encouraging employees to engage with the business, the business needs to demonstrate to staff that it recognises the important role they play in future successes. Even small things like keeping staff informed and giving regular, targeted praise can have a significant effect on staff morale and wellbeing.
While deploying wellbeing strategies is comparatively easy in organisations with low staff numbers, larger companies, especially those in the manufacturing sector or working shifts, can encounter difficulties. Fortunately, sophisticated systems are at hand to automate and streamline the processes.
Absence management software
Commercially available time management systems often incorporate absence management software. This not only helps track absence patterns, even for remote workers, but also allows monitoring of any initiatives to improve staff well-being. The latest systems are interactive, providing two way communications with staff as they clock in which further helps employee engagement.
Healthy staff can create a healthy bottom line, so consider a staff wellness strategy within your workforce not as a cost to be avoided, but an investment to be welcomed with open arms.
