What should you do if your team has a high sickness rate?
A high sickness rate in a team can be frustrating - not only for the remaining employees, who have to cope with more work, but also for the managers, who still have to achieve their targets. However, simply accusing sick colleagues of malingering is not the right approach. Instead, managers should get to the bottom of the causes.
Recognising causes instead of looking for blame
It is important to scrutinise whether the team is overworked or underworked. Perhaps there are employees who are using sick notes as a loophole because there is no threat of consequences. However, the focus should now be on a healthier work culture, not on apportioning blame.
Hold return-to-work talks
One effective way to improve the situation is to hold return-to-work talks. These should not be used to scrutinise the diagnosis, but to support the employee. Ask how the workload feels and whether there are any conflicts in the team. Show that you are prepared to offer support and improve the working environment.
Underload as a risk
Exhaustion can be caused not only by overwork, but also by boredom. Many people report being underchallenged and routine, especially when working from home. Boreout, i.e. exhaustion due to a lack of challenge, is a serious problem that managers should pay attention to.
Show real interest
As a manager, there should be a genuine interest in the well-being of the team. A mistrustful, distant management style usually leads to even more frustration and higher sickness rates. Instead, trust should be built and open communication encouraged. This is the only way to create a healthier working environment.