5 Ideas to Reduce Sick Time Absences

When employees take sick days some employers respond by tightening sick-day policies, requiring doctors' notes or tracking employees' activity on social media while they’re out of the office. A recent survey conducted by CareerBuilder of 3,100 employees, uncovered that many employees take sick days because they’re stressed out and sleep-deprived, not because they’re sick.

Employers can better manage employee sick days by reducing workplace stress and offering ways for employees to stay healthy and productive. Organizations that invest in employee health will see a dramatic decrease in the number of sick days. Use these five ideas to reduce absences related to sick time.

Identify the "overwhelmed employee." While one of the most obvious signs of employee burnout is an increase in absences, there may also be indications of less commitment to projects, avoidance of company events, and complaints and cynicism. Employers who look for these signs and identify those employees who are starting to disengage can consider the bigger picture – the company may need a culture overhaul to address a systemic problem.

Encourage transparency in the workplace. Employees want to be heard. Give employees a safe forum to admit when they are stressed and feel overextended. To create open communication, regularly conduct anonymous surveys to gauge how employees feel about workloads and levels of engagement and satisfaction. Encourage regularly scheduled meetings with leadership so employees can share ideas and concerns.

Set clear expectations. Employees want to know what’s expected of them. A 2015 Work Management Survey found that incorrect or missing information is a top stressor for employees and negatively affects job satisfaction and productivity, leaving employees frustrated.  Conversely, having unrealistic expectations is equally stressful. Employers should clearly define what "success" looks like for employees and develop meaningful goals that align with  employees' values, career aspirations and the company’s vision.

Create work-life balance. Be proactive in guiding employees to better lifestyle choices by establishing healthy work-life balance, offering flexible work options such as telecommuting or flextime, and promoting wellness programs that lead to healthier habits. Encourage employees to take regular breaks or step away from their desk for a few minutes so they can clear their head and stay focused and productive.

Measure employee performance. Using real-time performance data to track and manage employees' productivity can reduce stress. Productive discussions with employees gives them an idea of how they’re doing and how they can improve. Employees can then celebrate wins, which results in a motivated, engaged and happy workforce.

Source

Visit Wellness Workdays for more information about our worksite wellness programs.

Create a Wellness Program that Lasts

According to a recent report by the Society for Human Resource Management, 70 percent of US employers offer general wellness programs. And while the implementation of health and wellness initiatives may seem daunting to some employers, five ideas borrowed from companies like Facebook and Zappos might give the remaining thirty percent encouragement that it can be done.

Look at your office space.  Is it in need of a redesign or possible renovation? Layout, wall and floor color, air quality, availability of natural light, and quiet spaces all contribute to employees’ mental, physical and emotional well-being. While renovations do cost money, the return on investment may well be worth it. After remodeling its office space, one company saw a 30 percent decline in sick days and a 40 percent increase in revenue with employee engagement consistently above 90 percent. The remodel included creation of an exercise room and ensured every office, hallway and conference area had some natural light. 

Look at what makes your employees unique. Get feedback from employees and identify true needs. Facebook has a Life@ program that caters to its diverse employee base by concentrating its wellness program on seven areas: community, convenience, family, finance, general health, personal growth and time away. Consideration about where program and services should be offered can also have positive results. Ask employees whether they prefer programs close to their residences or onsite at work.  

Identify your corporate culture. The goal is to create an organizational healthy way of life. Using wellness programs can strengthen employee relationships, create a teamwork atmosphere, foster confidence and engage the entire organization toward common goals. Zappos started small with creative challenges like, ‘take a picture of yourself and five team members doing a plank or yoga pose.’  Three years into its program, it now offers sports leagues and wellness adventures.

Be consistent. With so many great wellness programs available, employers should carefully review and promote health initiatives in a consistent manner. Regularly scheduled options should be available whether the wellness programs’ services are offered daily, weekly or monthly. 

Seek employee feedback and constantly evaluate. To truly be cost effective and beneficial, wellness programs need continual review of what works and what does not. Ideally, all employees should feel that they are a part of the corporate culture. It’s easy to implement a program; the challenge is to engage all employees. Discovering what employees enjoy is the key to a successful health and wellness initiative.

Source

Visit Wellness Workdays for more information about our worksite wellness programs.