Workplace and Employee Wellness
Concerns with an employee’s performance can come in the form of failure to fulfill performance standards or targeted outcomes, drop in productivity or effectiveness, significant absenteeism, presenteeism, non-compliance with work policies or procedures, and disruptive or negative behavior that impacts their work, work environment or co-workers.
According to Statistics Canada, the average number of days absent per employee annually is 7.5 days and a study by Harvard Business Review found that lost productivity from presenteeism – time spent at the workplace while not productively engaged in work – was between 7.5 to 10 times greater than productivity loss from absenteeism, costing Canadian businesses an estimated $15 to $25 billion per year. A 2015 Canadian study by Morneau Shepell showed that the main reasons for presenteeism are:
- Physical sickness (47%)
- Stress or anxiety (40%)
- Workplace issues and/or problems with co-workers or managers (22%)
- Depression (15%)
A 2017 Ipsos poll found that while nearly half of all Canadians (49%) have experienced a mental health issue that have impacted their lives, only 28% of working Canadians living with a mental health issue have spoken to their employer about it.
With proper intervention and effective support, not only can the adverse effects be noticeably reduced, but employees’ wellness and productivity can be directly enhanced. Research found that employees who receive direct intervention remain in their jobs 93% longer and are 40% more likely to recover from depression. A recent WHO-led study estimated that for every USD $1 put into scaled up intervention and support for common mental issues, there is a return of USD $4 in improved health and productivity.
Insight’s associates and therapists can support and work hand-in-hand with you to facilitate various interventions for your employess including:
- Education and programs on wellness and self-care.
- Support and provisions for psychological care.
- Provisions for medical assessments and support for medical treatments.
- Accommodations for modified and return to work.
- Proper training, development, and work support to ensure employees gain the competencies and capacity need to perform their work well.
- Enhancement of employee management and leadership skills for personnel in leadership positions.
- Development of work policies, procedures, and practices that are conducive to psychological safety, clarity of role and expectations, optimal performance, and effective engagement of employees.