\n<\/strong>First developed in 2002, the World Health Organization\u2019s Health and Work Performance Questionnaire<\/a>\u00a0has become one of the definitive survey methods for helping organizations measure both absenteeism and presenteeism in the workplace. Check out their presenteeism short form questions<\/a> and rules for calculating absolute (measure of actual performance in relation to possible performance) and relative (ratio of actual performance to the performance of most workers at the same job) presenteeism scores.\u00a0 Survey, score and track changes for your employees over time.\u00a0<\/strong><\/li>\n
\n<\/strong>Happier, more satisfied employees generally make for more productive employees. In fact, research shows<\/a> that productivity can improve by 10 percent when employees report being happy. \u00a0But you first have to understand what makes your employees feel satisfied and positive about work.\u00a0 Prioritize regular, employee satisfaction surveys that include or serve as a complement to other key surveys. Areas to measure include: overall engagement, work-life integration (including family care concerns), physical, emotional and mental wellbeing, office environment, company culture, training and career development, and individual working arrangements.<\/li>\n
\n\u201cWorking while sick\u201d\u00a0<\/a>as presenteeism was originally defined, was put in the spotlight back in 2004 when the Harvard Business Review published Paul Hemp\u2019s defining article,\u00a0Presenteeism: At Work, But Out of It.\u00a0<\/a>While the definition of presenteeism has broadened over the years to include many other influencing factors, health-related conditions remain a core cause, with related productivity costs exceeding $225 billion annually, according to a recent UL Workplace Health & Safety white paper<\/a>.\u00a0 With assistance and reports provided by your insurance and benefits partners, keep your finger on the pulse of your organization\u2019s overall health.\u00a0 And because many employees do not report or seek proper medical treatment for illnesses, diseases or chronic conditions, look to your managers for additional, regular input from the front lines.\u00a0 What signs and symptoms of health-related challenges are impacting their teams\u2019 work?\u00a0 And what benefits, policies and training is available from your organization to help them?<\/li>\n
\n<\/strong>Be sure to recognize the success and overall satisfaction of your clients in evaluating your organization\u2019s presenteeism equation. Chances are good that if your clients are getting what they need, on time and at a level of quality to achieve strong results, then your employees are likely engaged and productive.\u00a0 But be careful and keep an ongoing eye on the employee productivity\/client satisfaction correlation.\u00a0 Some employees may be overworked and overproducing, while others may not be carrying their full share. And don\u2019t overlook how critical it is to weigh client success against overall employee satisfaction. \u00a0There is recent research showing that it\u2019s not as simple as happy employees, happy clients<\/a>.\u00a0 Many employees still push themselves to perform well for clients even when not happy at work.<\/li>\n
\n<\/strong>If your organization is performing, it\u2019s likely that a large portion of your employees is functioning at strong productivity levels. But don\u2019t look at a positive bottom line in a vacuum.\u00a0 Like strong client results, there may be imbalances in productivity within the workforce, as well as pockets of dissatisfaction where productivity hasn\u2019t yet been fully affected.\u00a0 Look at bottom line alongside all of the other pieces of the presenteeism puzzle.<\/li>\n
\n<\/strong>Whether it\u2019s through authoring regular OKRs (Objectives and Key Results)<\/a> or KPIs (Key Performance Indicators)<\/a> with immediate managers, or utilizing online tools like Basecamp<\/a> or Asana<\/a> to help organize and track tasks and goals, keep a focus on measuring both individual and team results when evaluating overall productivity. It\u2019s not about punching the proverbial 9-5pm clock, it\u2019s about achieving results on deadline.\u00a0 Most managers would say they\u2019re less concerned about how and when their employees achieved their goals, and more that they did it on time and did it well.\u00a0 With clear, measurable goals in place, and regular self-assessments and deadlines adhered to along the way, productivity challenges can be caught and addressed with greater success.<\/li>\n<\/ol>\n
There isn\u2019t one magic formula for determining the rate of presenteeism impacting your organization. Measuring presenteeism involves tracking, evaluating and understanding many contributing factors. \u00a0And part of realistically confronting presenteeism is acknowledging that there is no absolute cure.\u00a0 We\u2019re human – and 100 percent productivity all the time is far from a reality. The best we can do is understand the evolving challenges impacting presenteeism for our employees \u2013 and work to address them through better awareness, more supportive work environments and optimal care benefits and policies.<\/p>\n
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