Let us discuss a less explored but highly impactful issue in workplaces, a phenomenon known as “presenteeism.” Stay with me as we define presenteeism, provide examples, talk about its cost, and compare it with its counterpart, absenteeism. We’ll also take a look at a unique aspect, digital presenteeism. Paul Hemp’s article “Presenteeism: At Work—But Out of It “- in Harvard Business Review highlights: Employers are starting to notice that they are dealing with an almost invisible but significant drain on productivity: presenteeism, or the problem of employees being present but not really working due to illness or other medical conditions. According to some estimates, the problem costs US companies over $150 billion per year, significantly more than absenteeism.
Defining Presenteeism:
So, what’s this term all about? To correctly describe presenteeism, it is not enough to simply state that it refers to employees being physically present at work. It is the act of reporting to work despite being physically or mentally ill, resulting in a significant drop in productivity.
Presenteeism is the phenomenon in which employees physically show up for work but are not completely engaged or productive due to illness, personal issues, or other circumstances. Simply said, it is being present at work but not performing optimally. It’s as if you’re there, but your mind is elsewhere.
The Best Example of Presenteeism:
Let us now consider the best example of presenteeism. Imagine the following scenario: you have a coworker who is sick with a severe cold. Despite feeling bad, people drag themselves to work because they don’t want to miss work. As a result, they sneeze, cough, and struggle to concentrate throughout the day. They may be physically there, but their productivity suffers as a result of their illness.
Let us now distinguish presenteeism from its opposite, absenteeism. While absenteeism refers to individuals who miss work due to illness or other causes, presenteeism happens when people show up but do not perform to their full potential. Presenteeism and absenteeism both have negative effects on productivity and employee well-being, but presenteeism is more subtle and frequently goes unreported. While absenteeism is more obvious and quantifiable, presenteeism is more elusive and can be an equally or more significant drain on a company’s resources and productivity.
Presenteeism in the Workplace:
Presenteeism can present itself in a variety of ways in the workplace. Employees may drive themselves to work even when they are physically or emotionally ill, anticipating severe consequences if they take time off. Other examples of presenteeism include employees staying late at the office unnecessarily to appear more dedicated, even if they have completed their tasks for the day.
Presenteeism in the workplace is an intricate issue that is constantly impacted by individual and organizational factors including deadlines, peak periods, pressure from colleagues, bosses, and family members, and their own motives.
Presenteeism has a high cost for both individuals and companies. Individually, persistent presenteeism can result in increased stress, burnout, and poor health issues. From an organizational standpoint, presenteeism can hamper productivity, decrease morale, and reduce overall team efficiency. It’s a lose-lose situation for everyone involved.
Presenteeism is clearly more difficult to define and report than absenteeism, and the concept is still receiving little attention from organizations. Researchers have discovered that presenteeism-related productivity losses can often be more than offset by small investments in screening, treatment, and education. As a result, as noted in the preceding HBR article, companies may discover that it is worthwhile to make targeted expenditures in the health care of their employees.
Digital Presenteeism: The Modern Twist:
With the advancement of technology and remote employment, a new type of presenteeism known as digital presenteeism has evolved. Employees are compelled to be always available and connected, blurring the boundaries between work and personal life. This phenomenon can lead to increased stress, reduced work-life balance, and, ultimately, lower productivity. As our working lives become more digital, it is critical that we acknowledge and address this modern challenge.
Final thoughts:
Going to work when sick can have both positive and negative repercussions for individuals, coworkers, businesses, and society. Aside from its impact on productivity, presenteeism may have long-term health ramifications for employees. Companies and governments must balance the short-term costs of sickness absence with the long-term consequences of presenteeism in their anti-presenteeism policies. Employers who aim to reduce absenteeism should provide healthy working conditions and health promotion programs, as well as reduce excessive workloads, time constraints, and restrictive absence policies.
Although presenteeism is a lesser-known concept, its importance on individuals and organizations should not be underestimated. Let us strive towards a future in which productivity and well-being go hand in hand! It’s not just about being physically there at work; it’s also about being present in mind and spirit.
“In an era when Fear of Missing Out has its own universally understood acronym, recuperative rest and relaxation are not always regarded as the intensely worthwhile pursuits that they are. Instead, we are harassed into believing that we must be constantly available to be of value, that peak productivity and performance are directly related to presenteeism, and that to snooze is to lose. This couldn’t be more wrong.”
― Michelle Ogundehin, Happy Inside: How to harness the power of home for health and happiness