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Presenteeism in the Workplace & How to Deal with it

The issue of presenteeism has become increasingly prevalent in today’s work environments. Unlike absenteeism, where employees are absent from work, presenteeism refers to the phenomenon of employees showing up for work despite being unwell, disengaged, or otherwise unable to perform at their best. Presenteeism, though challenging to quantify and isn’t always apparent, is a prevalent issue in workplaces, as highlighted by surveys conducted among workers.


While it may seem like a dedicated act on the surface, presenteeism can have detrimental effects on both individual employees and the organisation as a whole. In this blog post, we'll delve into the causes and consequences of presenteeism, explore strategies for addressing it, and discuss how fostering staff engagement and nurturing a positive organisational culture can serve as effective solutions.



Understanding Presenteeism:

Presenteeism can manifest in various forms, from employees coming to work while battling illness to those experiencing burnout or mental health issues but feeling obligated to stay on the job. Common causes of presenteeism include:


  1. Fear of Job Insecurity: Employees may feel pressured to show up for work, fearing that taking time off could jeopardise their job security or advancement opportunities.

  2. Workload and Expectations: High workloads, unrealistic deadlines, and excessive job demands can push employees to prioritise work over their well-being.

  3. Cultural Norms: Organisational cultures that glorify long hours and prioritise output over employee well-being can perpetuate presenteeism.

  4. Lack of Resources: Employees may feel compelled to work even when unwell due to concerns about workload redistribution or inadequate support from colleagues.


Presenteeism can have significant repercussions for both individuals and organisations, for instance:


  1. Reduced Productivity: Employees who come to work while unwell or disengaged are likely to perform below their optimal level, leading to decreased productivity.

  2. Increased Health Costs: Working while ill can exacerbate health issues and prolong recovery time, ultimately increasing healthcare costs for both employees and employers.

  3. Negative Organisational Culture: A culture that values presenteeism over employee well-being can foster resentment, disengagement, and low morale among staff.

  4. Impact on Mental Health: Constantly pushing oneself to work despite being unwell or overwhelmed can contribute to stress, anxiety, and burnout among employees.



A Solution: Staff Engagement and Organisational Culture

Research indicates that increasing staff engagement and cultivating a positive organisational culture workplace culture can have the most significant impact on mitigating presenteeism. When employees feel valued, supported, and connected to their work, they are more likely to:


  • Prioritise Self-care: Engaged employees are more inclined to recognise the importance of self-care and are less likely to push themselves to work when unwell or overwhelmed.

  • Seek Support: A culture that encourages open communication and mutual support empowers employees to seek help when needed, whether it's for health-related issues or workload concerns.

  • Focus on Results, Not Hours: Engaged employees are driven by a sense of purpose and commitment to their work, focusing on delivering results rather than clocking in hours.


Strategies for Enhancing Staff Engagement & Organisational Culture

To foster staff engagement and create a culture where people want to come to work, organisations can implement the following strategies:


  1. Promote Autonomy and Empowerment: Empower employees by giving them autonomy over their work, decision-making authority, and opportunities for self-direction. Research shows that employees who have a sense of control over their work are more engaged and motivated.

  2. Allow Employees to Utilise Their Strengths: Encourage employees to leverage their strengths regularly, as doing so leads to greater fulfilment in their roles. Ensure that employees understand how their work contributes to the organisation's mission and goals. When employees see the purpose and impact of their work, they are more likely to feel engaged and committed.

  3. Offer Opportunities for Skill Development: Invest in employee training, development programs, and continuous learning opportunities. When employees have the chance to develop new skills and advance their careers, they are more likely to feel valued and engaged.

  4. Encourage Social Connections: Foster a sense of community and belonging among employees by encouraging social interactions, team-building activities, and cross-departmental collaboration. Strong social connections at work have been linked to higher levels of engagement and job satisfaction.

  5. Recognise and Reward Performance: Implement a robust employee recognition program that acknowledges and rewards employees for their contributions and achievements. Recognition can take various forms, including verbal praise, awards, bonuses, or promotions, and it has been shown to increase employee engagement and motivation.

  6. Promote Work-Life Balance: Encourage work-life balance by offering flexible work arrangements, promoting time off, and discouraging a culture of overwork. Research indicates that employees who feel they can balance their work and personal lives are more engaged and productive.

  7. Create Opportunities for Feedback and Input: Solicit feedback from employees regularly through surveys, focus groups, or one-on-one meetings, and take action based on their input. When employees feel their voices are heard and their opinions matter, they are more likely to feel engaged and committed to the organisation.

  8. Promote Diversity, Equity, and Inclusion: Create an inclusive work environment where all employees feel respected, valued, and supported. Research shows that diverse and inclusive organisations have higher levels of employee engagement, innovation, and performance.

  9. Lead by Example: Model the behaviours and values you want to see in your organisation. Leaders play a crucial role in shaping organisational culture, so it's essential to demonstrate a commitment to employee well-being, engagement, and continuous improvement.


By prioritising staff engagement and nurturing a positive organisational culture, businesses can not only combat presenteeism but also cultivate a workplace where employees thrive, feel motivated, and genuinely look forward to coming to work each day. Ultimately, investing in the well-being and engagement of employees is not just beneficial for individuals but also essential for the long-term success and sustainability of the organisation as a whole.



Our Team Coaching Program offers a comprehensive solution to address presenteeism, enhance staff engagement, and foster a positive organisational culture. Through our tailored coaching services, we empower teams worldwide to successfully navigate change and uncertainty, motivate employees to excel under pressure, leverage a growth mindset to turn challenges into opportunities, attract and retain top talent, strengthen team dynamics and collaboration, boost workplace satisfaction, and overcome communication barriers. With our focus on shaping mindsets and driving performance to unparalleled heights, we're dedicated to helping organisations create environments where teams thrive and achieve their desired outcomes.


Contact us today to learn more about our team coaching—book your free discovery call here!

Xin Yi Ng (Michelle)

Research & Development Lead

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