45. Fixing Presenteeism - When Showing Up Isn’t Enough
How to boost productivity in employees who are disengaged at work.
Imagine this - An employee shows up to work every day, but instead of focusing on tasks, they struggle to concentrate, work at half their usual pace, or seem physically drained. Despite being physically present, their performance is subpar, and deadlines slip.
Presenteeism occurs when employees are at work but unable to perform at their best due to illness, stress, burnout, or disengagement. It’s more dangerous than absenteeism because -
It’s harder to recognise—employees are still showing up.
It reduces overall productivity and efficiency.
It can create a toxic work culture where employees feel pressured to work despite illness.
It leads to long-term burnout, increasing turnover and absenteeism later.
HR psychology tells us that employees who feel unsupported, exhausted, or fearful of taking sick leave are more likely to engage in presenteeism. If not addressed, presenteeism can negatively impact workplace morale, customer service, and business performance.
The challenge? How do you create a work environment where employees feel empowered to perform at their best without feeling obligated to “push through” when unwell?
The Solution – A Three-Part Approach - Identify, Address, and Prevent
Effectively managing presenteeism requires recognising the warning signs, providing structured support, and fostering a culture that values well-being over mere attendance. Here’s how to enhance productivity while prioritising employee health and engagement.
1. Identify the Signs of Presenteeism Before Productivity Drops
Because employees are physically present, presenteeism can go unnoticed until work quality declines.
A. Look for Common Indicators of Presenteeism
Employees frequently come to work sick or exhausted.
Productivity and efficiency drop despite regular attendance.
Increased mistakes, slower decision-making, or reduced attention to detail.
Employees seem disengaged, distant, or emotionally drained.
Red Flag - If multiple employees exhibit these signs, presenteeism may be a cultural issue rather than an individual problem.
B. Understand the Root Causes of Presenteeism
Common reasons why employees force themselves to work despite being unwell or unproductive include -
Fear of job loss or negative performance evaluations.
Workplace culture that rewards “staying late” over real productivity.
Excessive workloads that discourage taking time off.
Lack of trust in sick leave policies or fear of being seen as weak.
Burnout due to chronic stress, personal issues, or workplace dissatisfaction.
HR Psychology Insight - Employees in high-pressure or unsupportive workplaces are more likely to engage in presenteeism due to fear of consequences.
2. Address Presenteeism Through Supportive Leadership and Workplace Adjustments
Once presenteeism is identified, leaders must intervene to create a healthier, more productive work environment.
A. Encourage Employees to Take Sick Leave When Needed
Clearly communicate that working while sick is not expected or valued.
Lead by example—managers should take time off when unwell.
Remove the stigma around using sick leave by reinforcing that rest leads to better performance.
HR Best Practice - Employees will only believe they can take time off if they see leadership modelling the same behaviour.
B. Adjust Workloads to Prevent Burnout and Overload
Monitor workloads to ensure employees aren’t stretched too thin.
Encourage delegation and teamwork to prevent over-reliance on a few individuals.
Offer flexible work arrangements (e.g., remote work, reduced hours during peak stress periods).
Red Flag - If employees feel constantly overworked, they are more likely to show up sick or exhausted rather than take time to recover.
C. Offer Employee Well-Being Programs and Support
Provide access to Employee Assistance Programs (EAPs) for mental health and stress management.
Introduce wellness initiatives such as mindfulness workshops, fitness benefits, or mental health days.
Encourage regular breaks and vacations to allow for proper rest and recharge.
HR Psychology Insight - Employees with access to mental health and well-being resources are more engaged and less likely to suffer from presenteeism.
3. Prevent Presenteeism by Shifting Workplace Culture Toward Productivity and Well-Being
A workplace that prioritises well-being over physical presence sees higher performance, lower turnover, and improved morale.
A. Redefine Workplace Productivity—Focus on Output, Not Hours
Recognise employees based on results, not how long they stay in the office.
Encourage a culture of efficiency rather than one of “working late” for appearances.
Implement performance metrics that measure quality of work over quantity of hours.
Red Flag - If employees believe they need to “prove commitment” by staying late or working while sick, presenteeism will continue.
B. Promote Open Conversations About Health and Work-Life Balance
Create a workplace where employees feel comfortable discussing stress and burnout.
Train managers to recognise signs of presenteeism and check in with struggling employees.
Encourage open dialogue on workload concerns without fear of backlash.
HR Best Practice - Employees who feel psychologically safe at work are more likely to rest when needed and return more productive.
C. Implement Flexible Work Arrangements as a Long-Term Solution
Many presenteeism cases can be resolved with small adjustments to work structures -
Allow remote work or hybrid options for employees struggling with health issues.
Offer flexible scheduling to accommodate personal needs.
Introduce “wellness hours” where employees can take breaks without feeling guilty.
HR Psychology Insight - Flexibility in work arrangements leads to higher productivity and engagement while reducing presenteeism risks.
Reflective Scenario – What Would You Do?
You notice that a high-performing employee has been showing up sick for weeks, working long hours but producing lower-quality work than usual. Despite encouragement to take a sick day, they insist they "can manage"—yet their health is visibly declining.
Using the strategies above, you might -
Have a private conversation to check in on their well-being.
Reassure them that taking time off is encouraged, not penalised.
Offer workload adjustments to reduce pressure.
Provide access to well-being resources and flexible work options.
By prioritising employee health and shifting the focus from attendance to real productivity, you foster a healthier, more engaged, and high-performing team.
Golden Nugget - "A productive workforce isn’t one that just shows up—it’s one that is healthy, engaged, and supported."
By identifying presenteeism, promoting workplace well-being, and shifting culturetoward real productivity, SME leaders can reduce burnout, improve performance, and create a thriving work environment.