A recent PwC survey, which involved more than 2,000 working
adults, has revealed that the UK economy has lost as much as £9bn due to
workers pulling illegitimate sick days.
An incredible 71% of
workers in Northern Ireland (twice the UK average), blamed a hangover for
pulling a sickie, while 34% claimed that job dissatisfaction was also an influencing
factor. A further 26% of employees admitted to time off work because they had a
job interview elsewhere.
Research suggests that keeping employees engaged and mentally
stimulated is a vital component in preventing unnecessary losses to the
business through costly sick absence.
Here are three simple steps to get you started:
1. Set out
realistic Key Performance Indicators for your employees: KPIs are an
excellent way of engaging employees by giving them a set of organisational
goals to hone in on. By designing a set of KPIs that directly play into the
mission and ethos of the company, the employee will naturally develop into a
stronger brand ambassador and increase their loyalty to the organisation, especially
with a reward system in place such as added company benefits and/ or increase
in salary.
Employers however, must bear in
mind that KPIs need to be realistic in order for the worker to feel like they
are realistic and achievable. Discuss with the member of staff what they would
like to achieve within a certain time frame, usually six or twelve months, and set
out goals accordingly.
2. Keep the
lines of communication open: Two-way communication between the employer and
the employee is crucial in developing a shared understanding between both
parties.
Lack of communication can cause
confusion and distrust between management and staff, which can lead to discrepancies
in workflow and feelings of resentment. Make conscious attempts to involve
employees in organisational discussions and developments. Follow up meetings
with written minutes and circulate around the team. Also encourage workers to
ask questions if there is something they don’t understand and give clear and concise
directions if needs be.
3. Give
employees room to grow: While the primary function of a business is to
execute company objectives and generate profitability, it’s important to invest
in the happiness of your workforce as well. Employees should be made aware of
opportunities for professional training and promotion in order to encourage
productivity and job satisfaction.
By creating a respectful, relaxed and welcoming working
environment, workers will feel happy and supported in their job and be less tempted
to look elsewhere for opportunities.
At LHH we have a number of Career Development Portals and
Assessment Toolkits online to help you manage workforce engagement and
productivity. These can be accessed from anywhere, at any time and is a
cost-effective way to support large or small employee populations with career
development.
For more information
on how you can avail of our outplacement services, please contact us on: 0845
456 2269
