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Will You Add? - Presenteeism - present in body absent in productivity
What do you want to be when you grow up? The answer to that question has changed drastically over the past two years. The newest research on university campuses around the nation says that this year, new graduates are more likely to be seeking audit jobs than just about any others. That shouldn’t be surprising to anyone that’s been following the news in economics and accountancy. Firms that d
A few questions could be
1. Have I noticed present employees who are not performing because of illness?
2. Am I actively looking after their welfare?
3. Do I know what my obligations are?
4. Have I policies and procedures to circumvent organisational illnesses such as stress?
5. Do I understand the risk involved in allowing the person to remain at work?
From our experience most employers are not aware of their obligations, consequences and risks and ignorance of these
You're now CIO - welcome to the hot seat!The CIO is probably the hottest seat on the "C" suite in terms of pressure and demands and that gets reflected in terms of a short tenure in the job. As individuals, they are typically bright, intelligent, hard-working and committed - and yet when you visit the offices of their colleagues frequently they are demanding that their CIO needs to go
Presenteeism may be described as 'attending the workplace with minor or serious illnesses' when in fact your employee or you should be away recovering'!
It’s a fact of life that when we don’t feel good we don’t operate at our best!
Many of us have observed workers and co-workers who have come in for the day and seemed present at the job only to observe a decrease in productivity or an overrun of deadlines. Some of us would have experienced this ourselves.
Employees or managers attending your workplace with minor sicknesses such as asthma, irritable bowel, migraines, arthritis, stress, fatigue may cause your business serious risk such as legal claims, productivity loss, declining employee morale and a occupational health and safety problem.
With more seious illnesses such as surgery recovery the effect on your business may lead to serious consequences.
In our business culture of lean and mean, fewer people more work, many employees come to work ill just to protect their jobs. After all there are bills to pay, medical expenses, school fees and the list goes on.
With many businesses reliant on team structures the presure by an ill employee to 'not let the team down' is a very real pressure. You can train your team to recognise these factors and save your business considerable grief.
Presenteeism is a concern in our workplaces today as pressure continues on individuals, families and enterprises to remain competitive. Fear is a terrible negative motivator! In the end your business will suffer consequences.
By way of example; at a company I worked for in a senior management capacity we disturbed an executive who had his door closed for quite some time. A staff member of mine had a master key and required access to the executive’s office to get some material and on entering disturbed the executive who was sleeping under the desk on the floor. He was recovering from eye surgery and needed 5 days off on Doctors orders!
From our experience many workplaces do not have the human resource infrastructure or capacity to ensure that they comply with the myriad of regulations and complex legislation that is required to protect your business interests in today’s workplace. However, you are not alone and there are practical solutions for your business.
A few questions could be
1. Have I noticed present employees who are not performing because of illness?
2. Am I actively looking after their welfare?
3. Do I know what my obligations are?
4. Have I policies and procedures to circumvent organisational illnesses such as stress?
5. Do I understand the risk involved in allowing the person to remain at work?
From our experience most employers are not aware of their obligations, consequences and risks and ignorance of these
One of the greatest joys of the selling profession is the extraordinary responsibility one takes on as THE company representative to the “outside world”. More often than not the company sales representative IS the company to so many people they interact with on a daily basis.To many customers the vendor’s sales representative is the relationship and the continued justification tha
Employees or managers attending your workplace with minor sicknesses such as asthma, irritable bowel, migraines, arthritis, stress, fatigue may cause your business serious risk such as legal claims, productivity loss, declining employee morale and a occupational health and safety problem.
With more seious illnesses such as surgery recovery the effect on your business may lead to serious consequences.
In our business culture of lean and mean, fewer people more work, many employees come to work ill just to protect their jobs. After all there are bills to pay, medical expenses, school fees and the list goes on.
With many businesses reliant on team structures the presure by an ill employee to 'not let the team down' is a very real pressure. You can train your team to recognise these factors and save your business considerable grief.
Presenteeism is a concern in our workplaces today as pressure continues on individuals, families and enterprises to remain competitive. Fear is a terrible negative motivator! In the end your business will suffer consequences.
By way of example; at a company I worked for in a senior management capacity we disturbed an executive who had his door closed for quite some time. A staff member of mine had a master key and required access to the executive’s office to get some material and on entering disturbed the executive who was sleeping under the desk on the floor. He was recovering from eye surgery and needed 5 days off on Doctors orders!
From our experience many workplaces do not have the human resource infrastructure or capacity to ensure that they comply with the myriad of regulations and complex legislation that is required to protect your business interests in today’s workplace. However, you are not alone and there are practical solutions for your business.
A few questions could be
1. Have I noticed present employees who are not performing because of illness?
2. Am I actively looking after their welfare?
3. Do I know what my obligations are?
4. Have I policies and procedures to circumvent organisational illnesses such as stress?
5. Do I understand the risk involved in allowing the person to remain at work?
From our experience most employers are not aware of their obligations, consequences and risks and ignorance of these
What better way is there to promote your business than by distributing brochures? Say you want to have a garage sale. If you compare a black-and-white flyer with a full-color brochure, which one do you think will capture more attention?- A full color brochure is a sure-fire way to promote your business.- A brochure is a single-sheet document which comes in several sizes. It can
With many businesses reliant on team structures the presure by an ill employee to 'not let the team down' is a very real pressure. You can train your team to recognise these factors and save your business considerable grief.
Presenteeism is a concern in our workplaces today as pressure continues on individuals, families and enterprises to remain competitive. Fear is a terrible negative motivator! In the end your business will suffer consequences.
By way of example; at a company I worked for in a senior management capacity we disturbed an executive who had his door closed for quite some time. A staff member of mine had a master key and required access to the executive’s office to get some material and on entering disturbed the executive who was sleeping under the desk on the floor. He was recovering from eye surgery and needed 5 days off on Doctors orders!
From our experience many workplaces do not have the human resource infrastructure or capacity to ensure that they comply with the myriad of regulations and complex legislation that is required to protect your business interests in today’s workplace. However, you are not alone and there are practical solutions for your business.
A few questions could be
1. Have I noticed present employees who are not performing because of illness?
2. Am I actively looking after their welfare?
3. Do I know what my obligations are?
4. Have I policies and procedures to circumvent organisational illnesses such as stress?
5. Do I understand the risk involved in allowing the person to remain at work?
From our experience most employers are not aware of their obligations, consequences and risks and ignorance of these
We all are looking for ways to market our businesses cost effectively. I have come up with 8 ways to do just that all low cost to free. In fact most of these methods can be done from the comfort of your own home.That's right you don't even have to leave home. What could be better, your clients are coming to you and you don't even realize it. Okay lets get started, each of these methods
From our experience many workplaces do not have the human resource infrastructure or capacity to ensure that they comply with the myriad of regulations and complex legislation that is required to protect your business interests in today’s workplace. However, you are not alone and there are practical solutions for your business.
A few questions could be
1. Have I noticed present employees who are not performing because of illness?
2. Am I actively looking after their welfare?
3. Do I know what my obligations are?
4. Have I policies and procedures to circumvent organisational illnesses such as stress?
5. Do I understand the risk involved in allowing the person to remain at work?
From our experience most employers are not aware of their obligations, consequences and risks and ignorance of these
When utilizing this technique, you must first determine exactly what end result you are seeking. This will be the big commitment you ask for. You should then create several small and simple requests that are related to your ultimate request, making sure they can be easily satisfied. As the examples above demonstrate, taking these measures will greatly increase the likelihood that your ultimat
A few questions could be
1. Have I noticed present employees who are not performing because of illness?
2. Am I actively looking after their welfare?
3. Do I know what my obligations are?
4. Have I policies and procedures to circumvent organisational illnesses such as stress?
5. Do I understand the risk involved in allowing the person to remain at work?
From our experience most employers are not aware of their obligations, consequences and risks and ignorance of these issues is ‘no defence’ in the eyes of the law. There are practical solutions to minimise your risks and give your biz momentum. For more information see www.biz-momentum.com
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