Every two weeks we bring you opinion, news and research on Employee Engagement, Leadership and Organisational Performance, along with some thoughts on practical workplace applications.
Editorial: UK Sickness Rates at Record Low
This week the Office for National Statistics (ONS) released its latest sickness absence in the labour market data, which looks in detail at the reasons workers have been absent in 2016. The report asks a vital question:
How many days do we lose to employee absences per year?
Well, for a change there is some good news! The ONS report shows that 137.3 million working days were lost due to sickness or injury in the UK in 2016, which is equivalent to 4.3 days per worker. This is the lowest recorded figure since the series began in 1993, when it was 7.2 days per worker. So yes, it is good news, but it’s still a lot of time away from being productive.
One explanation for the reduction (which has a been the general trend since 2003, with a couple of blips in 2014 and 2015) is an increase in awareness about psychological well-being at work – not just focusing on the physical environment. That’s a good thing, but there is no room for complacency, because absence is costly. This leads us to ask another important question that the ONS report doesn’t address:
How much is absenteeism costing your organisation?
It’s not a figure most of us carry in our heads, but in our experience the direct cost is far higher than most people think (and that doesn’t even take into account the indirect costs: for example how disengaged other employees can become due to the increase in their own workload). To help, we’ve created a handy calculator so that you can easily identify the financial implications of absence in your organisation – you can find it here and it’s entirely free for you to use.
Steve Short – Emenex
Blog: Thriving Through Strategic Narrative
After peers backed down over the issues of EU residency rights and a meaningful vote on the final Brexit deal, Parliament finally passed the Brexit bill, paving the way for the UK government to trigger Article 50 to leave the European Union.
Meanwhile, research conducted by the movement Engage For Success has identified that organisations with both high levels of employee engagement and high levels of performance have a clear strategic narrative about the organisation, that is compelling and authentic, delivered by leaders who are empowering and visible.
We continue to experience high levels of uncertainty and concern about Brexit, as there is still no clear strategic narrative about the journey through what will be the most significant change that the UK, and Europe, will experience this century.
Now let’s apply this to individual organisations within the UK. Read more.
Alistair Aitchison – Emenex
A Values-based Approach To Employee Engagement
Katie Hryschko, from the British Business Bank, discusses how the businesses organisational values promote collaborative working within the company and improve employee engagement.
Go to HRreview for the full story of this highly successful approach.
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