Wellbeing is a vital part of any organisation’s strategy
Your human resources consultant can help develop wellbeing practices and policies which show tangible results. Wellbeing management can make a huge difference to an organisation’s performance. The CIPD absence management research in 2011 reports that:
- The average level of employee absence equates to some 7.7 days per employee each year;
- The median cost of absence is around £673 per year,
- The most common cause of long-term absence is stress.
- Nearly 2/5ths of employers overall; report that stress-related absence has increased over the past year
- The top causes of stress at work are workloads, management style, relationships at work and considerable organisational change/restructuring.
- Three-fifths of organisations are taking steps to identify and reduce stress in the workplace.
- Popular methods to identify and reduce workplace stress include using staff surveys, training for managers/staff and flexible working options/improved work–life balance.
For most companies, Absence and wellbeing management is on the agenda. There is no doubt that absence can be costly. If it is stress related, businesses need to make sure they have the right HR Expertise and are complying with the HSE standards on Managing Stress. Many organisations omit to factor in the cost of presenteeism. Presenteeism, the concept of staff attending work when not well, is actually as costly as if the employee was away from the office.
The secret to great absence management is to focus on wellbeing. When employees take responsibility for their own physical, emotional and cognitive wellbeing then they are more likely to perform well at work. A positive working culture and environment is vital to promote wellbeing. Some of the steps to take to introduce your wellbeing policy are:
- Analysing the effectiveness of current strategy
- Testing the effectiveness of policies and processes
- Support development of a strategy to help reduce absence where problems exist
- Supporting organisations to
- develop a culture where wellbeing is celebrated and recognised
- help managers and staff to understand the requirements under the Equality Act 2010
- be HSE compliant where stress is a factor.
Learn about the latest CIPD Absence Management Report 2013