Presenteeism: Bane to labor productivity

THE obvious difference between employed and unemployed individuals is that the former can afford to take a paid vacation, if not heal themselves with free medical coverage while under some illness.

While scheduled vacation leave is not a major concern, the real problem of employers lies in those who don’t show up for work due to imagined or real health problems. Many see it as one of the causes of the significant drain on labor productivity.

Paul Hemp, writing for Harvard Business Review has a name for it — “presenteeism” or the problem of workers being on the job but, because of illness are not fully functioning to the employer’s expectations.
By some estimates, this phenomenon costs American companies over $150 billion a year.

In the Philippines, there appears to be no similar study calculating the loss of productivity due to employee chronic or episodic ailments. But even without it, Filipino employers know that “presenteeism” could lead to a workplace tragedy if not controlled, similar in scope to what was portrayed by the 1969 film Krakatoa: East of Java.

To which the younger people would ask: “How come you keep on being nostalgic about your youth with those ’70s classics? Why not refer to flick “2012” which is current and is understandable to a lot of people?”

The simple answer is that I cater to my age bracket – moneyed business professionals – the same group of people who would attend Tom Jones’ concert even if it runs the risk of being cancelled due to the singer’s laryngitis. Nevertheless, because I am a sensitive and caring kind of guy, I could make some adjustments too.

Take the issue of “presenteeism.” If you’re confronted with such a problem that is often caused by malingering, then how do employers solve it? This is an area where managers should be callous.

I’ve written about this before in Business World where I get irate e-mails from employees who say that my advice is often pro-management. Even then, I am thrilled to receive readers’ feedback no matter how enraged they appear to be. But the truth of the matter is I am an objective person who believes in good governance.

But this is not the time for blaming people. This is the time to learn many best practices so that your management experience will not be ruined in the event of a workers’ strike. Therefore, here’s my recommendation to help minimize, if not entirely eliminate, “presenteeism:”

First, have a concrete and clearly worded policy against emergency leaves due to illness. Don’t rely on the generic but hazy provisions of the Labor Code. Instead, go for what is the acceptable standard in your
industry, if not in the business community.

Second, monitor and document the pattern of people’s sick leaves caused by either Monday or Friday sickness. This would show you those employees who may be candidates for a stringent physical examination by your company physician.

Third, strengthen the authority of line supervisors and managers in correcting the abuses of offenders.
This responsibility should not be passed on to the human resource department that serves only in an advisory capacity.

Fourth, keep a reserve supply of contingent workers (part-timers, agency, or coop workers) who could immediately take over the job of the regulars at a moment’s notice. These temps should be properly trained by the company and not by the employment agency that may not give due professional training.

Fifth, conduct periodic house calls to suspected malingerers. Charge the cost to the employee. Throw the book at the offenders. And don’t waver in your management decision.

Think about that. And now, for those of you who are planning to take their vacations this summer, I’ve one word for you: Relax!

Rey Elbo is a business consultant specializing in human resources and total quality management as a fused interest.. Feedback may be sent to < kairoshq@info.com.ph