H Klinkenberg & Associates - Employee Risk Management Consultants

Specialists in:  stress audit, stress risk assessment, risk minimisation, stress management, diversity audit, sickness, absenteeism, employee relations, training, workshops, coaching, learning, development and motivation.

H Klinkenberg & Associates - Employee Risk Management Consultants

Specialists in:  stress audit, stress risk assessment, risk minimisation, stress management, diversity audit, sickness, absenteeism, employee relations, training, workshops, coaching, learning, development and motivation.

Employee Risk Management & Motivation

Managing and Reducing Employee Sickness & Absenteeism

A target for many employers!

A recent study in two large public service organisations provided evidence that the absenteeism due to stress was twice as bad as their formal records indicated, and that many employees were intentionally mis-reporting stress related problems as sickness, such as stomach complaints, back problems, influenza, etc.

The study revealed that expenditure aimed at reducing employee sickness and absenteeism was being wasted because the true nature of the problem was not understood. Assumptions were being made that were not backed up by research or evidence, and remedial actions were being left to untrained local managers who had no clear guidance often making the situation worse because they acted from a biased or prejudiced perspective.

We are able to help you undertake such a study in your company / organisation. Contact us to discuss your needs and arrange a quotation.

Understanding the Problem

At our seminars and talks, we are often asked for our opinion on why one company may have loyal hard working employees who never appear to have a day of sick whilst another apparently identical company suffers from high levels of sickness and absenteeism, low morale, poor loyalty, productivity issues, excessive overtime, low profits, bullying claims, etc.

Often a company’s management team is unaware of how their actions are being interpreted by their employees. Poor communications can result in rumour and speculation. The human tendency to ‘awfullise’ kicks in so any speculation is negative and can undermine morale. If the management cannot respond to the resultant negative issues positively, appropriately and effectively the downward spiral has started.

Employees who don’t want to work usually have a grievance or an unresolved issue. This must be identified and taken seriously even if it is a perception that is inaccurate or trivial. We offer confidential services to help resolve these issues and restore trust and loyalty.

Managing Non Workplace Issues

It is easy to become resentful of employees who bring their home or social stress issues into work and disrupt or undermine the workplace efficiency, however many employees do not have the coping skills to manage their personal stress problems.

Helping employees with their personal stress problems can reap significant financial and operational benefits for an employer. Nowadays this course of action can be far more cost effective than trying to dismiss the employee and can increase employee morale and loyalty in all employees.

See training and mentoring.