During the summer of 2023, the number of people in the UK not working due to health problems topped two and a half million. A report from the Office for National Statistics has indicated that for every thirteen people currently working, one person is long term sick.
The damage ripples out beyond loss of earnings and productivity. The opportunity to build technical skills and interpersonal skills is being lost. The ONS has found that for large numbers of people in their 20s, career development is stalling. Mental health issues are becoming more commonplace, or perhaps issues that have long been a factor are finally being identified and discussed. Either way, addressing them is key to individual and collective growth, Changes to rules around health-related benefits and universal credit such as those announced in March’s Budget need to do more than take money out people’s pockets. There’s no evidence that penalising sickness moves us closer to wellness.
Happily, though, there’s mounting evidence that coherent action to promote employee wellness pays dividends. For many businesses, wellness initiatives started out with a focus on ways of stopping employee burnout. As valuable as preventative measures are, though, the focus for today and tomorrow should be on creating a culture that enhances performance. It’s not just about stopping people collapsing in a heap when issues come to a head. It’s about fostering an environment in which they never approach that level of disenchantment and distress. It’s about helping them deliver their best work.
Not all sickness-related absence can be avoided, of course, but how much of it could be?
The simple act of reaching out and asking for support can transform a working day, even a working life. Occupational health specialists can offer that support inhouse, of course, but what’s the answer for employees of smaller companies?
The answer is for their employer to exhibit values that will safeguard wellness and, in turn, boost job performance. What qualities do you respect most in an employer? We all have our own answer to that question, but it’s fair to say consistency and loyalty would make many shortlists.
Consistency in staff treatment, with the same reasonable rules applied to everyone. Consistency of temperament, with praise and criticism given according to performance, not according to moods. Loyalty to people who’ve earned it, and respect for those whose hard work has helped build your business.
Preferably not sacking an employee of eight years’ standing on the strength of one negative third party review. Not sacking them without hearing both sides of the story. And not sacking them publicly, via the TripAdvisor website.
The rise of review sites has given consumers a voice. This has obvious plus points, but when reviews influence whether or not someone loses their job, impulsive responses help no one. The owners of The Outside Chance, a popular British gastro pub, came under fire recently for what appeared to be the knee-jerk sacking of a waitress on the strength of a single negative customer review. They replied to the review by stating “Please rest assured that waitress will be sacked today”.
Where do we start? This is a nightmare of blaming instead of training, condemning instead of analysing. A panicky attempt to appear customer-focused has made an employer appear high-handed, irrational and deeply disloyal. The message to customers is that their complaints will be accepted without question. The message to staff is that even after years of service they are effectively one negative comment from the sack.
Employers have every right to monitor staff performance. Actually, they have a duty. When performance falls below expectations, review and appraisal can steer people back on course. Don’t just make a note of an issue or allow a situation to deteriorate. Monitor what’s going wrong and put it right. There’s no miracle solution guaranteeing that each member of a team will learn and grow, feeling valued and respected every day. But an approach that supports training and development, monitors performance and gives employers the tools they need to make informed management decisions will certainly help. Don’t make important decisions on the fly. Seek the fairness and consistency that make people feel valued and secure.
There’s far more to wellness than totting up sick days. At Swansea Counselling Service we believe in the benefits of creating a workplace experience that’s healthy, happy and entirely sustainable. We believe good practice is good business. Are you ready to do better?