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Being Present At Work (And In Golf)
- By Dean Hallett
Many of the most powerful things in our lives and careers are difficult to express in writing, because in words they can, at first glance, seem self-evident or even banal. Statements like “just follow your heart,” come to mind. Or, “there is nothing more important than family.”
Or even the sentence: “be in the present moment.”
Nonetheless, in this article we are going to advance directly into the minefield of stereotypes and slogans, and from it rescue what we believe to be one of the most important keys to success in life and career:
Being present. Specifically, being present at work.
Why? Because in our careers, it turns out that being present at work is where genuine relationships, creative collaboration, and innovation take place.
Now, let’s head over to the golf course as a way of grounding this discussion.
Focusing On The Shots, Not The Score
I can’t tell you how many times in golf, I’ve been playing a great game, and then blow up my score on the last three holes. Worrying about maintaining my score would bring me out of the present moment, and my performance would drop off precipitously.
Until one Saturday morning on the course, when I made a tiny breakthrough that made all the difference.
I restored my focus to the present moment. Twice.
That morning, I was on an uncommon streak, and headed toward my best score of all time. On the first nine holes, I went two under-par, for a score of 33.
Then on the back nine, I went bogey bogey bogey – or three holes where I hit one over par.
It was the old pattern again – excited about my performance on the front nine, my brain was worrying about messing it all up, and this worry was interfering with my engagement. I was no longer present on the course.
Then I interrupted the automated script, and willed new instructions to myself:
“Relax. Breathe. Keep hitting the ball well.”
I got back on track and started hitting par again.
On hole seventeen, I hit a miracle shot. After stubbing a chip that went 8 feet, I followed it by sinking a 60-foot putt with a huge break.
My best score prior to this day was five over par. Now, going into the 18th hole, I knew I was just one over.
On the verge of clinching my personal all time best score, my brain piped up again. It began running calculations about the worst possible score I could take on the 18th hole and still achieve my best score ever. I actually started calculating my final score if I were to get a triple bogey on the last hole! In other words, I began sliding back into defensive mode and seriously disempowering myself.
I was creating a self-fulfilling prophecy! I was setting myself up to fail on the 18th hole!
So I interrupted the dialogue a second time. I went back to basics, remembering what my coach has always told me: focus your attention on taking good shots. And I remember my purpose for playing gold – to have fun!!
So to the best of my ability, that’s what I did. I even started humming a tune to just enjoy and relish the moment.
I began hole eighteen with a nice tee shot. Then, I told myself I just need to hit one more good shot to reach the green, and I put it six feet from the hole. . So, even with a two putt, I would maintain my one-over-par score. Then, enjoying being in the moment, relishing the experience, I sank the downhill birdie putt. I shot 70, par for the course. By far my the best score of my life.
The Key To Pulling Off That 70
I share this story because twice the fear of ruining my score began to take over my ability to stay in the present moment, and perform at my best.
Staying present in the moment doesn’t mean we shut off our fear of failure, or fear of whatever that might be. The key question is, do you have fear or does the fear have you!
Another way of thinking about it is this: switching the channel from expecting, or worrying about a future outcome, to focusing on our present-moment intention and experience instead.
Expectation of an outcome, or not achieving that outcome, can wrack us with anxiety, anticipation, and mental states that do not favor high performance.
Therefore we focus on our intention.
During the aforementioned golf game, twice I stood on a green beginning to worry about the final holes of the game and how I could possibly hold on to my performance. In those two moments I successfully interrupted the mental chatter, and in practical terms, shifted my focus from expectation to intention. I lowered my expectations and increased my intention, the intention being to execute each shot in the moment.
I got to a place of saying: “The score is going to be whatever it is. I’m just going to hit good shots.”
We can employ a similar strategy to establish and sustain ourselves in the present moment – the moment where success, growth, and innovation originate.
Reduce expectation, increase intention.
Reduce Expectation, Increase Intention
The conversation about expectation vs intention relates back to being in the moment… and not being in the moment is a very, very easy condition to inhabit.
Look at the news: it’s full of controversy, doom and gloom, social unrest, and negative tidings of future days…
Taking back our power, and our mental-emotional state, means choosing to be in the present moment. The only place we can have an impact.
Being in the present moment doesn’t mean we can’t plan for the future. We can still think strategically. We can still articulate goals, and examine what we can do now to advance toward those goals.
But the only place life actually happens is in the moment.
Being Present At Work As Boss Or Manager
If you’re a boss or manager, and you’re not actively engaged with your employees, you’re missing the opportunity to show up.
Being present at work with your people means listening to them, and refraining from judging or jumping to conclusions while they share. Being present invites more sharing, and over time will ensure that you and all your team members share the best quality information and intelligence possible – inhabiting a shared and highly productive common reality.
Being present at work means being at least 1% open to the possibility that there’s something you had no idea you didn’t know – and that someone else has that information. Therefore, they are worth listening to intently.
Finally, being present at work means being real, or authentic with your people .
It means being willing to own where you make a mistake, and speaking up when there’s something you don’t know.
Whatever you decide upon, do it intentionally – and embrace the paradox that our highest odds of success depend upon us removing our sole focus from down-the-road results, and focusing instead on “taking good shots.”
In other words, lower your expectations, and raise your intention of doing what needs to be done right now, and you and your team doing it the best you can.
Dean has over 25 years of leadership and business experience, covering strategy, business development, operations, brand strategy and franchise management, finance and IT.
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- Current Employer
Current Employer or present employer meaning- Get information
Shini Ramith
What is the meaning of current employer ? You can be asked to mention your current employer when submitting applications in person or online. On these documents, individuals must give specific information; such as their entire legal name, current mailing address, and any previous jobs.
Many people wonder “what does current employer mean?” or “what does present employer mean?” The meaning of current employer purely refers to the organization for which you are currently working. If you happen to work for X company, that is your current employer; consequently, that is the most recent employer meaning. You should not list them if you had done work for them and no longer do.
You can omit the question on an application asking for your current employment; especially, if you are unemployed or between jobs at the time. However, if you mention an employer that you do not work for or if you lie about it, your application may be rejected.
You should always mention your current employer as your place of employment. In general, the amount of time you have worked for that certain employer should not be a factor. That company will continue to be your employer, whether you have worked there for one day or ten years.
Now that you know the meaning of your current employer, it is important to note that some job applications will ask you about your current employer. On the application, they request authorization to expedite contact and, if required, to ask questions during the interview. Also, they ask you about your prior employment history with the organization in doing this.
What if a job application wants to contact my current employer?
As you now know the current employer means if a question on a job application asks who your current employer is, you can feel comfortable answering. If a job application asks who your current employer is, you should feel comfortable providing that information. However, if questioned on a job application if the interviewer can contact your current employer, we recommend that you decline.
It is not unusual for candidates to not allow prospective employers to contact their current employers; which will not affect your chances of getting the interview or the job. You do not want potential employers to contact your current employer; because your current employer is likely unaware that you are searching or interviewing at other organizations or companies.
Letting another company or employer contact your current employer puts your current employer on notice that you are looking for new opportunities. Although this is not necessarily wrong or illegal; most employers do not know when someone wants to leave. Consequently, putting them on notice can create conflict and friction at your current job. Your current employer will be aware that you are searching for jobs elsewhere and could begin to reduce your workload to replace you.
Additionally, if the prospective company does not make you an offer, you run the danger of alienating your existing employer. Always try to keep your interview and job search activities a secret. Subsequently, keep your intentions to leave the company quiet and do not tell any coworkers or colleagues.
Even if you get along with your coworkers, telling them you are looking for a job could lead to tension and animosity. Only after receiving a job offer and a start date should you inform coworkers about your new employment.
Even if someone asks you to name a reason why someone might quit their job in casual conversation, you should not tell them your intentions. Now that you understand the meaning of current employer , you must know that the most common technique to identify your previous employment is by giving the company name and general contact information.
If your new employer asks for it, you do not necessarily need to include the name and contact information of a specific former superior; although occasionally you might want to. Giving your prospective employer the personal contact details of a superior who will write a favorable assessment may help you obtain the job if you believe your new employer will request a referral from your old employer.
In general, you should always be genuine while applying for jobs. You must include all relevant information, like your job role, a list of your tasks in bullet points, and an outline of your employment history.
Even if you do not want your prospective employer to get in touch with your existing employer, you must be honest about it. It is acceptable to decline the suggestion that you get in touch with your current employer. They are aware of how dangerous it could be to risk missing your current position before working your two weeks.
We bring employers and employees together
On The Talent Point , we put candidates and recruiters right where they need to be. You can easily register on our platform and start searching for the talent or the job you have been looking for.
If you are a candidate , we invite you to register and upload your CV to start submitting your job applications. We will ensure that you have a pleasant experience when searching for a job in the UAE or in any other of the supported countries.
Additionally, with our Talent Tips,
you can find tailored advice to boost your job search . For example, we offer you our help for you to craft an eye-catching CV .
On the other hand, if you are an employer, you can always post a new job once you complete the registration process. You will begin deciding between applicants almost instantly.
Would you like to get expert advice to enhance your job search and stay safe?
Contact us at The Talent Point. We are always glad to hear from you. Do not hesitate and reach out to our team for any queries you may want to make. Do it today at +971 43 316 688 or send us your questions with an email to [email protected] .
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Handling presenteeism in the workplace
Presenteeism is the problem of employees showing up to work even when they are ill or focused elsewhere, and unable to perform their jobs to the best of their abilities. this can be a major issue for productivity and performance..
In the midst of this increasingly competitive war for talent, you’re doing well if you just have people in seats. It means you’re filling positions, retaining the team, and keeping absenteeism to a minimum. No worries to be had, right?
Old-fashioned HR managers may use attendance as the metric for measuring success, but observant people and culture pros know team members can be at work without being fully present. As it turns out, efforts to clamp down on absenteeism may have led to a worse situation at work—rampant presenteeism.
Presenteeism occurs when ongoing physical and/or mental health conditions prevent employees from being fully productive at work.
In short, presenteeism is when employees show up to work and work when sick, it leads to productivity loss. Examples of ailments that can affect your people include asthma, arthritis, migraines, allergies, depression, diabetes, and anxiety; the list of culprits is long and varied, which means your team could be more affected than you realize.
Presenteeism is not a matter of shirking one's responsibilities or disengagement with work. “We’re talking about people hanging in there when they get sick and trying to figure out ways to carry on despite their symptoms,” explains Debra Lerner of Tufts University School of Medicine in a Harvard Business Review article . In cases of presenteeism, team members want to give their best efforts but cannot deliver because of health issues or personal problems. Pain, whether physical, mental, or emotional, has a great influence, disrupting concentration and increasing fatigue and ultimately resulting in lost productivity.
Productivity loss as a result of presenteeism is three times greater than losses caused by absenteeism and costs US businesses almost 230 billion dollars each year. That’s a pretty expensive problem to have.
Presenteeism can result in heavy costs for your teams as well. Colleagues might feel pressured to pick up the slack for inefficient team members, thus adding more to their own plate just so the work gets done. Feeling stressed and strained, helpful teammates may find they can no longer be as productive at work. When this becomes a pattern, that will breed resentment if unchecked and create a vicious circle.
Presenteeism isn’t a new problem, but research began on the topic in around 2000.
According to Norman Clemens of the American Psychiatric Association, presenteeism is just “a new catchword for an old problem,” and one that’s garnered increasing attention as of late.
Due to strategic directions that were taken in the past, presenteeism is becoming more and more pervasive. Attempts to cut down on absenteeism led some companies to adopt way too restrictive time off policies . How many times have you heard someone say, mid-sneeze, “It’s just a cold,” or complain of a persistent neck crick while at the office? As the number of allotted sick days decreases, it’s common to see people saving them for when they’re ‘really’ needed—like flu season, or when their own child is ill.
There are a number of contributing factors that dissuade employees from taking time off—from company culture cues to personal reasons—and increase the likelihood of presenteeism in your workplace.
- Less obvious workplace cues can make taking time off seem taboo to your workforce. Do managers come into the office when they have the flu? Are tasks pushed back or reassigned when someone is sick, or are they expected to catch up once they’re feeling better? Does taking a personal day guarantee a guilt trip the moment an individual returns back to the office? Team members take notice of these little things and come to the conclusion that your workplace culture is restrictive and unsupportive of time off policies. As a result, they may think twice before calling in sick again.
- Presenteeism is more rampant in organizations that have recently experienced company downsizing or restructuring. Worried about their jobs, team members will tough it out in the hopes of proving their worth and value to their management and leadership.
- Employees with lower hourly wages or who work only on a casual/part-time basis are more prone to presenteeism. Team members with lower income would be unable to make ends meet on a smaller paycheque and therefore cannot risk missing days away from work. Because of their financial need, these workers come into work even when they should take a sick day.
- Parenthood is another contributing factor to presenteeism. The rise of the dual-income household means that these days, there’s no one home to care for children who are unwell. As a result, many parents conserve sick days so that they can stay home when their kids are under the weather. Of course, that means these parents are back at work just as they’re getting sick, having caught the same bug their child is now getting over.
Make sure your employees feel supported enough to take time-off if they aren’t going to be able to do their jobs well.
First things first: tell your team members that you want them to be able to give their best efforts when they're at work. If they're unable to perform at their best, they should stay home when they’re sick and take the occasional mental health day. The goal is to clearly communicate what’s acceptable and what isn’t: for example, your company might allow mental health days, but if requested in the middle of a major project, there may need to be a discussion first. Do away with unspoken rules in favour of clear, articulated guidelines that apply to everyone.
Next, revisit your current time off policies. An employee engagement survey can help you gauge how well your current one is working. That said, even offering just a few more sick days each year can send a powerful message to your team, plus go a long way toward building your employer brand. Do you want to be the company that offers the bare minimum, or one that goes above and beyond what's typically offered?
Introducing flextime, telecommuting and other remote work options will provide alternative options to parents who need to stay home with a sick kid, or to people who can’t afford to miss a day of work. It will also alleviate the anxiety team members might feel about missing deadlines while away. For more serious cases of poor health, paid sick leave can provide your employees with the peace of mind of taking care of their health first and foremost without fearing their job security.
Design a comprehensive group benefits plan that makes mental health and mental illness a priority. Generally speaking, physical health conditions result in more absenteeism. It’s less visible conditions, like anxiety or depression, that drive up presenteeism.
You can help your team members to manage their mental health by ensuring that your group benefits cover any medications they may need, as well as counselling and support services. Make sure to consider how paramedicals, like massage therapy or acupuncture, might alleviate stress and help your team members to be fully present at work.
The link between health and productivity is undeniable. Presenteeism is a great concern for people and culture professionals, with the costs of presenteeism rising as the issue persists. And unfortunately, it’s a lot more challenging to monitor.
To track and measure presenteeism, you need to be in tune with your team and be able to recognize when sick employees are struggling. More than that, your company must be willing to provide the tools and the time necessary for someone with health issues to recover, reset, and return to optimal productivity. Prioritizing employee health is worth it—both for the business and for your people.
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Presenteeism: Definition, Causes, Consequences
Organizational leaders have long been wary of employee absenteeism , but companies that place too much emphasis on attendance run the risk of an even greater productivity zapper: presenteeism. This workplace phenomenon, which occurs when employees show up to work sick, burned out or injured, is less visible than absenteeism, but some experts say it can be even more damaging to productivity, company culture and the health of a workforce.
What Is Presenteeism?
Presenteeism is a phenomenon where employees go to work but are not productive or fully functioning due to health or medical reasons.
Presenteeism refers to employees reporting to work despite feeling sick or ill. This may be done out of dedication to their jobs, or because they feel pressure to show up even though they’re under the weather. Also in view are employees with mental health conditions, such as depression and ADHD, as well as chronic health conditions, which can impact their work performance.
There is some scholarly debate about the scope of presenteeism. Ellen Ernst Kossek, a professor of management at Purdue University’s Mitchell E. Daniels, Jr. School of Business , for instance, argues that the phenomenon should take into account employees who show up to work unable to perform at a high level, regardless of their health. Generally, though, most experts agree that presenteeism refers primarily to showing up to work unhealthy, which manifests in a sharp drop in productivity.
Recommended Reading How to Spot Employee Stress Sooner
What Causes Presenteeism?
There are a variety of reasons why employees feel like they aren’t able to take off work, but they almost always stem from a workplace culture that emphasizes business demands over employee well-being .
In a 2004 ComPsych study that surveyed 627 professionals, 77 percent of respondents reported working while sick. A third of those employees said their presenteeism was due to their high workload, 26 percent voiced concerns of job security and 18 percent said they were saving days off to take care of their children.
1. Limited Sick Leave
Employees are far more likely to report to work sick if they don’t have paid sick leave. Paid sick leave is not a federal requirement, but more than a dozen states have required employers to provide this benefit in recent years.
Companies can discourage presenteeism by providing enough sick and vacation time, as well as by encouraging employees to actually use the PTO allotted to them. Some companies with unlimited PTO policies require employees to take a minimum of two or three weeks off per year.
2. High Workload
Employees can also feel obligated to “suck it up” and work sick because they feel like the business needs them. This sentiment may be prevalent in understaffed departments, among specialized workers who feel irreplaceable and within teams facing immediate deadlines.
“When the pressure to perform at high levels, within tight deadlines, and/or with limited resources is too great, it creates an expectation that the work is more important than your health and well-being,” Jamy Conrad, senior director of people at TrustRadius , told Built In.
Mindy Honcoop, founder of fractional HR firm Agile in HR , said some tech companies that laid off employees are trying to do more with less, piling additional work responsibilities onto employees and discouraging them from taking time off work.
“There’s just no human way that you can do 200 people’s worth of work with 100 people,” Honcoop said. “So, how do we get really clear on what we should stop doing, and what are those three things that we are going to do? And then how are we dividing the work evenly among the people that we have?”
In addition to increased workloads, Honcoop said downsizing and reorganization can also be stressful for employees who are struggling to adapt to new roles or expanded responsibilities. Those feelings of stress, confusion and frustration can make it difficult for employees to be productive in their role.
“After six months there ends up being a performance issue, and what we realize is that the company had different expectations than when they hired the person, and they haven’t been clearly articulating the evolution of expectations and providing the right tools and resources to uplevel their skills along with those expectations,” Honcoop said. “That is so frustrating. It’s that level of frustration and that level of disconnection that can cause presenteeism.”
3. Layoffs Fuel Job Insecurity
Worries about job security, especially in a down economy or amid a wave of industry-wide layoffs , contribute to the problem of presenteeism.
Conrad said the current volatility in the tech industry, for instance, may cause tech professionals to think twice before calling out sick, wondering, “What will happen if I don’t go to work?”
Some employees may think that getting to the office early and staying late will increase their chances of dodging layoffs. One study found that, in times of downsizing and restructuring, male managers were prone to engage in “competitive presenteeism” by trying to stay longer in the office. (The study found that younger male employees were more likely to join this competitive atmosphere, while female employees resisted these pressures.)
During moments of organizational volatility, Honcoop said employees may sometimes feel like they are in “survival mode,” and they may not feel comfortable asking for feedback, sharing their stressors or asking for time off.
“Even if the manager is doing the best to try and ask them how they’re doing, the employee may not feel safe doing it,” Honcoop said.
4. Workplaces Value Physical Attendance
Just like any other environment, employees at work tend to take cues from the people around them. Longer-tenured employees may see their perfect attendance record as a badge of honor, which may send a signal to younger employees and new hires that working while sick is a social norm at a company.
Working while sick can be especially prevalent in companies and industries where “putting in facetime” or “being seen” carry undue importance.
In theory, the shift to remote work should have eliminated these kinds of social pressures, focusing on productivity instead of hours logged. Still, though, the culture of presenteeism is sometimes kept alive with the green light on email and workplace messaging platforms that show who is online and who is not. Employees may also feel pressured by productivity monitoring systems , which communicate distrust and create anxiety in employees.
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5. Remote Jobs Blur Work-Life Boundaries
While remote work provides employees with extra time they would have spent commuting and has led to greater acceptance of flexible work schedules, it can just as easily be a culprit in rising presenteeism.
Indeed, several studies have shown that workers are more likely to work sick in remote environments. With blurred boundaries between work and home, employees may feel like they are always “on,” or they may downplay their illness because they are able to work from bed.
“Employees have indicated that it is easier to work when ill and at home rather than in the office, and they are not seeing the value of taking ‘sick time’ as a result,” Conrad said.
“With blurred boundaries between work and home, employees may feel like they are always on .”
Remote employees might also be less likely to open up to their supervisor if they have never met in person, Honcoop said, which might make it more difficult for managers to address an employee’s questions about their role or any personal issues that might be affecting the employee’s job performance.
Overall, though, HR experts seem to agree that remote work is a net positive and that remote workers should force themselves to take time off when they need it. Kossek, who studies the benefits of flexible work environments , said companies that are requiring employees to come to the office should make the most of that time by engaging employees in collaborative work.
“Instead of requiring them to be in the office on, say, Monday, Wednesday and Friday, they need to align the work and the processes so that people are engaged as a team [on office days],” Kossek said.
Presenteeism vs. Absenteeism
Presenteeism is when employees are at work but aren’t actually all that productive. This is different from absenteeism, which is when employees chronically miss work without providing a reason. While absenteeism is a symptom of a disengaged employee , presenteeism can be caused by heavy workloads, job insecurity and workplace norms and may provide a more accurate view on how issues like chronic pain affect worker productivity.
In fact, research studies show presenteeism is far more prevalent than absenteeism. And researcher Gary Johns confirms presenteeism is a greater threat to productivity than absenteeism in an exhaustive review of academic research on the topic.
“On the face of it, this suggests an iceberg effect in which the more visible portion of work loss (absenteeism) is dwarfed by that portion beneath the surface (presenteeism),” Johns wrote.
Consequences of Presenteeism
When employees come to work unhealthy — either physically or emotionally — it can hurt employee productivity, spread illnesses and exacerbate workplace negativity.
1. Lost Productivity
A major consequence of presenteeism is productivity losses, which makes sense: When an employee is sick, in pain or distracted, it is more difficult to get work done.
In a study from 2000 , Bank One found that the productivity losses from presenteeism totaled $311.8 million, nearly triple the $116.2 million it spent on employees’ claims for medical treatment and pharmaceutical benefits. By comparison, absenteeism accounted for only $27 million in productivity losses.
Losses in productivity can vary depending on employees’ medical conditions and the prevalence of those conditions in the workforce.
A 2002 study of Lockheed Martin workers found that about 60 percent of employees had allergies, which reduced their productivity by 4.1 percent — a $1.8 million annual loss. Arthritis and chronic lower back pain were also prevalent, reducing productivity for 20 percent of its workforce. Depression, which affected 14 percent of employees, caused the greatest drop in productivity at 7.6 percent.
2. Spread of Sickness
Perhaps the most obvious consequence of presenteeism is the spread of communicable diseases. If the Covid-19 pandemic has taught us anything, it’s that we should stay home from the office if we are coughing, sneezing or exhibiting other flu-like symptoms. Going into the office would only make matters worse, potentially creating a workplace epidemic of sick employees who will either call in sick or slog unproductively through the workday.
Presenteeism can also be harmful for the health of individual employees. Untreated illnesses can turn into chronic conditions, cause more significant health episodes and prolong recovery periods.
3. Lower Morale
While most studies of presenteeism focus on the business angle of productivity loss, another factor to consider is that presenteeism may negatively affect workplace culture and employee morale.
Research has shown that burned-out workers who work while sick are likely to experience even greater feelings of emotional exhaustion. Some studies on the concept of “emotional contagion” have indicated that one coworker’s feelings of burnout can have a ripple effect, damaging the overall morale of the workplace.
Nobody wants to work in an environment where their coworkers are sick, stressed out and feeling like the company doesn’t care about them. Companies can set the tone of their workplace culture by promoting mental health services, health and wellness programs and encouraging the use of paid time off. Managers should also check in on their employees to make sure they feel like they have the resources they need to perform their job without feelings of stress, depression and burnout.
“Bottom line,” Conrad said, “when you run employees into the ground without regard to their well-being, it creates low morale, lower engagement, decreased quality of work, and higher turnover, all of which have significant financial impacts on the organization.”
Reducing Presenteeism
The best way to address presenteeism is to take a proactive approach. Embracing the following measures can jumpstart the process of developing a healthier workplace.
1. Offer More Leave Benefits
A robust employee benefits package is an effective way to help prevent presenteeism. Paid sick days and unlimited PTO allow workers to take time off without worrying about lost wages. Companies may also want to enforce generous holiday breaks and recharge weeks for additional time away from work.
2. Create a Wellness Program
To remove any workplace stigma surrounding mental health , companies can also establish their own wellness programs. This may include organizing free yoga lessons, reimbursing employees for gym memberships, offering free therapy sessions and partnering with mental health apps that make it easier for employees to access wellness services.
3. Normalize and Model Taking Time Off
Even with the proper policies in place, employees may be hesitant to take time off if leaders don’t practice what they preach. Managers and company executives can strengthen the authority of wellness programs and benefits by taking advantage of these perks themselves. When company leaders take time off , mental health and wellness are seen as acceptable and the rest of the workforce will follow suit.
4. Educate Employees on Presenteeism
Taking time away from work may sound like the right thing to do, but it can still be difficult for employees to follow when they face looming deadlines, busy quarters and other scenarios that ramp up the pressure. Remind employees to take advantage of the company’s benefits and encourage them to establish a healthy work-life balance .
5. Support Flexible Work Arrangements
When proper work-life boundaries are respected, remote and hybrid formats can be helpful for employees. Working from home allows employees with caretaking duties to be present in both their personal and professional lives. In addition, letting employees choose their own hours gives them the autonomy to structure their days as they see fit while still being productive.
Frequently Asked Questions
What is presenteeism.
Presenteeism is when employees prioritize work over their own well-being, reporting for work when they’re sick, ill or injured. A variety of factors may compel employees to work through illness or pain, including understaffing, job insecurity and poor work-life balance.
What is presenteeism vs. absenteeism?
While presenteeism is when employees show up to work despite being ill or injured, absenteeism is when employees chronically don’t show up to work when they’re expected to. Research also suggests that presenteeism leads to an even greater loss in productivity than absenteeism.
What is a symptom of presenteeism?
A drop in productivity is a common symptom of presenteeism, accompanied by other signs like frequent mistakes, skipped lunch breaks and feelings of apathy regarding one’s job.
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Definition of present
(Entry 1 of 4)
Definition of present (Entry 2 of 4)
transitive verb
intransitive verb
Definition of present (Entry 3 of 4)
Definition of present (Entry 4 of 4)
- fairing [ British ]
- freebee
- largess
- presentation
- present-day
- here and now
give , present , donate , bestow , confer , afford mean to convey to another as a possession.
give , the general term, is applicable to any passing over of anything by any means.
present carries a note of formality and ceremony.
donate is likely to imply a publicized giving (as to charity).
bestow implies the conveying of something as a gift and may suggest condescension on the part of the giver.
confer implies a gracious giving (as of a favor or honor).
afford implies a giving or bestowing usually as a natural or legitimate consequence of the character of the giver.
Examples of present in a Sentence
These examples are programmatically compiled from various online sources to illustrate current usage of the word 'present.' Any opinions expressed in the examples do not represent those of Merriam-Webster or its editors. Send us feedback about these examples.
Word History
Middle English, from Anglo-French, from presenter
Middle English, from Anglo-French presenter , from Latin praesentare , from praesent-, praesens , adjective
Middle English, from Anglo-French, from Latin praesent-, praesens , from present participle of praeesse to be before one, from prae- pre- + esse to be — more at is
13th century, in the meaning defined above
14th century, in the meaning defined at transitive sense 3b(1)
14th century, in the meaning defined at sense 1
14th century, in the meaning defined at sense 3b
Phrases Containing present
- at the present time
- present - day
- re - present
- present writer
- present tense
- present value
- present participle
- present perfect
- present oneself
- there's no time like the present
- the present day
- all present and correct
- all present and accounted for
- present company excepted
- present arms
- present company excluded
- the present perfect
- the present
- co - present
- historical present
- the present writer
Articles Related to present
We Got You This Article on 'Gift' vs....
We Got You This Article on 'Gift' vs. 'Present'
And yes, 'gift' is a verb.
Dictionary Entries Near present
presentable
Cite this Entry
“Present.” Merriam-Webster.com Dictionary , Merriam-Webster, https://www.merriam-webster.com/dictionary/present. Accessed 31 Mar. 2024.
Kids Definition
Kids definition of present.
Kids Definition of present (Entry 2 of 4)
Kids Definition of present (Entry 3 of 4)
Kids Definition of present (Entry 4 of 4)
Medical Definition
Medical definition of present, legal definition, legal definition of present.
(Entry 1 of 2)
Legal Definition of present (Entry 2 of 2)
More from Merriam-Webster on present
Nglish: Translation of present for Spanish Speakers
Britannica English: Translation of present for Arabic Speakers
Britannica.com: Encyclopedia article about present
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Presenteeism: What it is and How it Works
Gordon Scott has been an active investor and technical analyst or 20+ years. He is a Chartered Market Technician (CMT).
What Is Presenteeism?
Presenteeism refers to the lost productivity that occurs when employees are not fully functioning in the workplace because of an illness, injury, or other condition. Even though the employee may be physically at work, they may not be able to fully perform their duties and are more likely to make mistakes on the job. Although not tracked like absenteeism , the costs of presenteeism have been estimated to be larger in real terms as employees suffering from longer-term conditions see persistent drops in productivity. It is important to note that employees contributing to presenteeism are, by definition, trying to give their best efforts but are physically or mentally unable to do so.
Understanding Presenteeism
Presenteeism is thought to be common in most workplaces, even though it is a topic that is not often discussed. Employees frequently show up to work even though they may be feeling ill, experiencing physical or emotional pain, or are going through some stressful situation that is affecting their ability to focus. In these situations, employees are attempting to work despite their particular problem and the result is a less productive work day than that employee can typically deliver. As the employee is present and working, it is difficult for managers to see the productivity gap as clearly as when an employee is absent from work.
Key Takeaways
- Presenteeism is a productivity issue that comes from workers coming to work while unwell physically, mentally, or emotionally.
- Presenteeism is now seen as a larger problem than absenteeism as the number of workers working through illnesses and conditions is thought to be much larger than those missing work for illness.
- Employers have attempted to address presenteeism by enacting wellness programs, providing additional types of leave, and offering flexible working schedules to provide more work–life balance.
Consequences of Presenteeism
Simply put, presenteeism costs employers money. While an employee is contributing by still showing up for work despite being injured, stressed, or ill, presenteeism can cost the employer in a few different ways. The obvious one is the productivity gap between the employee struggling through the day compared to when that employee is healthy and happy. Moreover, a struggling and stressed employee is more prone to make mistakes that could cost the company more than if the same employee was merely absent.
There is also the possibility that an employee is prolonging their illness or condition by attempting to work through it rather than resting or otherwise addressing it. This lengthens the period of time during which the loss of productivity will be a factor. Lastly, in the case of a physically sick employee who shows up to work, there is a possibility that that employee's illness will spread to other workers resulting in more presenteeism and absenteeism.
A 2003 study published in the Journal of the American Medical Association concluded that pain-related productivity losses alone cost the U.S. economy $61.2 billion that year.
Reasons for Presenteeism
While presenteeism can be difficult to measure, surveys of workers have shown why it is so common in workplaces. Workplace culture plays a large role as many employees fear losing their job or missing out on opportunities for career advancement if they take time off when they could still be working. Beyond having their dedication questioned, many employees find that work cannot be easily transferred or covered off in a workplace without some consequences in terms of quality and time to completion, in addition to negative impacts on coworker relationships.
Some workplaces also have structural hurdles that encourage presenteeism such as a lack of paid sick leave. Parents in particular tend to use sick days only when absolutely necessary in order to save sick days for when their children are ill.
Reducing Presenteeism
Companies ultimately thrive or die based on the productivity of their employees. As presenteeism is a productivity drain, many companies are actively trying to combat this problem. Many of the solutions are straightforward, such as offering a wider range of leave—family, personal, medical, etc.—and more of it. This has the added advantage of signaling that an employee may be struggling with an issue if, for example, they are frequently taking medical leave and booking appointments.
Companies have also developed wellness programs aimed at raising the level of physical and mental health. This can be done by encouraging employees to exercise and adopt habits shown to improve overall well being, and some companies go further by incentivizing healthy habits.
In the end, however, evidence shows that workplace culture can play the largest role in reducing presenteeism. Managers not only need to encourage their employees to stay home when they feel unwell, but they must follow that advice themselves. As this will likely result in more absenteeism, employers have to ensure that workflows are easily transferable and that alternative arrangements like working from home can be rapidly implemented. All these solutions do come with a cost. However, when properly done, they can reduce the larger cost of lost productivity from presenteeism.
Journal of the American Medical Association. " Lost Productive Time and Cost Due to Common Pain Conditions in the US Workforce ."
National Institutes of Health. " Associations Between Activities Outside Work and Presenteeism Among Korean Wage Workers: An Analysis Using a Nationwide Survey ."
Institute for Employment Studies. " Presenteeism: A Review of Current Thinking ," Pages 57-58.
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PRESENT EMPLOYER definition | Meaning, pronunciation, translations and examples
The answer to the question 'what is a current employer?' is simply that it is the company where you are working at present. Often, while filling out applications online or in-person, hiring managers may ask to list your current employer. So, if you work for a company called Wavewood, that would be your current employer.
Employment status 3: Self-employed. The final type of employment status is self-employed. A person is self-employed if they run their own business for themselves and are solely responsible for its success. They are not protected by the employment rights enjoyed by employees, simply because they don't have an 'employer' in the same way.
Define PRESENT EMPLOYMENT. means the period starting with the employee's most recent entry into the County service and continuing until separation from such service. However, continuous service immediately prior to separation of a regular employee because of disability, retirement or layoff shall be counted in computing the duration of present ...
Related to Present Employer. Client employer means an Employer that is involved in a Tri-Party Employment Relationship due to obtaining the services of a third-party entity.. Student Employee means a student who is paid by the District, and may include students participating in a work study program or who receive stipends while they are acting within the scope of their employment at the ...
Being Present At Work As Boss Or Manager . If you're a boss or manager, and you're not actively engaged with your employees, you're missing the opportunity to show up. Being present at work with your people means listening to them, and refraining from judging or jumping to conclusions while they share.
The meaning of current employer purely refers to the organization for which you are currently working. If you happen to work for X company, that is your current employer; consequently, that is the most recent employer meaning. You should not list them if you had done work for them and no longer do.
For example, it will now be able to interview past and present employees. 1. The Guardian. Companies have nothing to gain when past or present employees consult with these firms. 2. The Economist. The site has comments from past and present employees about the culture and work environment of a firm. 3. The Guardian - Business.
Present employer. MultiUn. Present employment. MultiUn. — he/she cannot leave present employment within two weeks due to period of notice. EurLex-2. (i) Present employment and occupation; EurLex-2. Present employer: Ministry of Foreign Affairs.
On a job application, the phrase "most recent employer" means the organization or individuals that currently employ you, or if you're unemployed, where you previously worked. A potential employer may ask you to provide your most recent employer in your application, resume or interview. The most common way to identify your previous employer in ...
Synonyms for Present Employees (other words and phrases for Present Employees). ... 33 other terms for present employees- words and phrases with similar meaning. Lists. synonyms. antonyms. definitions. sentences. thesaurus. suggest new. actual employees. attending staff. present workforce. active team members. active workforce. attentive crew ...
In short, presenteeism is when employees show up to work and work when sick, it leads to productivity loss. Examples of ailments that can affect your people include asthma, arthritis, migraines, allergies, depression, diabetes, and anxiety; the list of culprits is long and varied, which means your team could be more affected than you realize.
Related to present employees. Current Employees has the meaning set forth in Section 6.4(a).. Permanent Employees means all employees who are not casual employees, or employees working in a long-term supply assignment, as defined below.. Company Employees shall have the meaning set forth in Section 6.10(a).. Relevant Employees means the employees of the Contractor (including the Transferring ...
If you own a registered company, you can put the business's official name as your employer's name. Then, you can write "owner" or "founder". in the slot that asks you about your positionYou can also write "self-employed" in the "employer name" field and then explain what you do. For example, you might write "self-employed copywriter" to show a ...
Organizational leaders have long been wary of employee absenteeism, but companies that place too much emphasis on attendance run the risk of an even greater productivity zapper: presenteeism.This workplace phenomenon, which occurs when employees show up to work sick, burned out or injured, is less visible than absenteeism, but some experts say it can be even more damaging to productivity ...
A presenteeism definition is as simple as this: employees who work while sick or provide excessive overtime. In the economic downturn of recent years, more and more staff members become reluctant to take time off. This is in the fear it may lead to them having an unfavourable viewing by management. The result is employees:
The meaning of EMPLOYER is one that employs or makes use of something or somebody; especially : a person or company that provides a job paying wages or a salary to one or more people. How to use employer in a sentence.
present: [verb] to bring or introduce into the presence of someone especially of superior rank or status. to introduce socially. to bring (something, such as a play) before the public.
One of the employees who were attendant at the meeting asked a question. This is rather unnatural. If you want an adjective, it should be "present": One of the employees present asked a question. Or if it doesn't have to be an adjective, you can do without one: One of the employees at the meeting asked a question. One of the employees there ...
Presenteeism: A loss of workplace productivity resulting from employee health problems and/or personal issues. Even though the employee is physically present at work, because they are experiencing ...
What is the present employer meaning? We are devoted to uncovering and sharing insights on present employer meaning.