Presenteeism - An Under-the-Radar Challenge to Your Productivity
Management has long been aware of loss in productivity due to absenteeism. When workers are absent from work, performance of their tasks is either delayed or temporarily transferred to someone else who, in turn, delays or transfers their regularly scheduled tasks to pick up the slack.
As if absenteeism wasn't enough of a productivity issue, along come the folks from the American Productivity Audit who provide us with some eye opening research in introducing the concept of Presenteeism.
Presenteeism refers to the loss in productivity for those workers who are present. As shown in the graphic, the study divided workers into four categories and determined the percentage of workers that fit into each.
Is this why so many companies are seeking to limit the Internet browsing activities of their workers? 73% are not motivated to do the work that they were hired to do! As if personal phone calls weren't enough of an issue, now these 73% can look productive while slacking off. At least when they're absent, we know what's not getting done. We can police Internet activity and personal phone calls. But are we just treating the symptoms: while ignoring the disease? And, how often do we attempt to solve an intrinsic problem (attitudes, motivation, commitment) with a systemic solution (rules and procedures)? With what success?
To validate the previous study, we have research from The Gallup Organization showing the typical level of engagement in today's workplace.
The Gallup Study creates a category called Situationally Engaged. They define these people as putting in the time and doing minimally enough to get by.
While your programs for combating absenteeism may be working successfully, is there a larger, less visible issue that remains un-addressed in most organizations? According to the Gallup Employee Engagement Study, 81% of workers are either actively disengaged or only engaged when the spirit moves them.
What is your productivity loss from presenteeism? If only 26% of your workforce is actively engaged and 19% is competent and motivated, are there some opportunities for significant improvement? How much better or worse than the national average is your workforce? According to the business book, Play To Your Strengths, human capital is the biggest investment about which management knows the least. The data on lack of motivation and engagement are further evidence.
If you have been attempting to systemically treat the symptoms with limited results, might it be time to address an intrinsic disease with intrinsic solutions? The undiscovered issue with absenteeism is the absence of workplace motivation and engagement. Now we have a name for it: Presenteeism. Health care professionals will tell you that mindset and determination for recovery can be as critical as medication and treatment for overcoming a critical illness. What is your management mindset for getting healthy again?
As if absenteeism wasn't enough of a productivity issue, along come the folks from the American Productivity Audit who provide us with some eye opening research in introducing the concept of Presenteeism.
Presenteeism refers to the loss in productivity for those workers who are present. As shown in the graphic, the study divided workers into four categories and determined the percentage of workers that fit into each.
Is this why so many companies are seeking to limit the Internet browsing activities of their workers? 73% are not motivated to do the work that they were hired to do! As if personal phone calls weren't enough of an issue, now these 73% can look productive while slacking off. At least when they're absent, we know what's not getting done. We can police Internet activity and personal phone calls. But are we just treating the symptoms: while ignoring the disease? And, how often do we attempt to solve an intrinsic problem (attitudes, motivation, commitment) with a systemic solution (rules and procedures)? With what success?
To validate the previous study, we have research from The Gallup Organization showing the typical level of engagement in today's workplace.
The Gallup Study creates a category called Situationally Engaged. They define these people as putting in the time and doing minimally enough to get by.
While your programs for combating absenteeism may be working successfully, is there a larger, less visible issue that remains un-addressed in most organizations? According to the Gallup Employee Engagement Study, 81% of workers are either actively disengaged or only engaged when the spirit moves them.
What is your productivity loss from presenteeism? If only 26% of your workforce is actively engaged and 19% is competent and motivated, are there some opportunities for significant improvement? How much better or worse than the national average is your workforce? According to the business book, Play To Your Strengths, human capital is the biggest investment about which management knows the least. The data on lack of motivation and engagement are further evidence.
If you have been attempting to systemically treat the symptoms with limited results, might it be time to address an intrinsic disease with intrinsic solutions? The undiscovered issue with absenteeism is the absence of workplace motivation and engagement. Now we have a name for it: Presenteeism. Health care professionals will tell you that mindset and determination for recovery can be as critical as medication and treatment for overcoming a critical illness. What is your management mindset for getting healthy again?
Management has long been aware of loss in productivity due to absenteeism. When workers are absent from work, performance of their tasks is either delayed or temporarily transferred to someone else who, in turn, delays or transfers their regularly scheduled tasks to pick up the slack.
As if absenteeism wasn't enough of a productivity issue, along come the folks from the American Productivity Audit who provide us with some eye opening research in introducing the concept of Presenteeism.
Presenteeism refers to the loss in productivity for those workers who are present. As shown in the graphic, the study divided workers into four categories and determined the percentage of workers that fit into each.
Is this why so many companies are seeking to limit the Internet browsing activities of their workers? 73% are not motivated to do the work that they were hired to do! As if personal phone calls weren't enough of an issue, now these 73% can look productive while slacking off. At least when they're absent, we know what's not getting done. We can police Internet activity and personal phone calls. But are we just treating the symptoms: while ignoring the disease? And, how often do we attempt to solve an intrinsic problem (attitudes, motivation, commitment) with a systemic solution (rules and procedures)? With what success?
To validate the previous study, we have research from The Gallup Organization showing the typical level of engagement in today's workplace.
The Gallup Study creates a category called Situationally Engaged. They define these people as putting in the time and doing minimally enough to get by.
While your programs for combating absenteeism may be working successfully, is there a larger, less visible issue that remains un-addressed in most organizations? According to the Gallup Employee Engagement Study, 81% of workers are either actively disengaged or only engaged when the spirit moves them.
What is your productivity loss from presenteeism? If only 26% of your workforce is actively engaged and 19% is competent and motivated, are there some opportunities for significant improvement? How much better or worse than the national average is your workforce? According to the business book, Play To Your Strengths, human capital is the biggest investment about which management knows the least. The data on lack of motivation and engagement are further evidence.
If you have been attempting to systemically treat the symptoms with limited results, might it be time to address an intrinsic disease with intrinsic solutions? The undiscovered issue with absenteeism is the absence of workplace motivation and engagement. Now we have a name for it: Presenteeism. Health care professionals will tell you that mindset and determination for recovery can be as critical as medication and treatment for overcoming a critical illness. What is your management mindset for getting healthy again?
As if absenteeism wasn't enough of a productivity issue, along come the folks from the American Productivity Audit who provide us with some eye opening research in introducing the concept of Presenteeism.
Presenteeism refers to the loss in productivity for those workers who are present. As shown in the graphic, the study divided workers into four categories and determined the percentage of workers that fit into each.
Is this why so many companies are seeking to limit the Internet browsing activities of their workers? 73% are not motivated to do the work that they were hired to do! As if personal phone calls weren't enough of an issue, now these 73% can look productive while slacking off. At least when they're absent, we know what's not getting done. We can police Internet activity and personal phone calls. But are we just treating the symptoms: while ignoring the disease? And, how often do we attempt to solve an intrinsic problem (attitudes, motivation, commitment) with a systemic solution (rules and procedures)? With what success?
To validate the previous study, we have research from The Gallup Organization showing the typical level of engagement in today's workplace.
The Gallup Study creates a category called Situationally Engaged. They define these people as putting in the time and doing minimally enough to get by.
While your programs for combating absenteeism may be working successfully, is there a larger, less visible issue that remains un-addressed in most organizations? According to the Gallup Employee Engagement Study, 81% of workers are either actively disengaged or only engaged when the spirit moves them.
What is your productivity loss from presenteeism? If only 26% of your workforce is actively engaged and 19% is competent and motivated, are there some opportunities for significant improvement? How much better or worse than the national average is your workforce? According to the business book, Play To Your Strengths, human capital is the biggest investment about which management knows the least. The data on lack of motivation and engagement are further evidence.
If you have been attempting to systemically treat the symptoms with limited results, might it be time to address an intrinsic disease with intrinsic solutions? The undiscovered issue with absenteeism is the absence of workplace motivation and engagement. Now we have a name for it: Presenteeism. Health care professionals will tell you that mindset and determination for recovery can be as critical as medication and treatment for overcoming a critical illness. What is your management mindset for getting healthy again?
posted by zzzzzzzzzzz at
4:20 AM
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