Happy Employees are Sick Less

Stress is not a new topic in business, but what is increasing the costs generated by not addressing this phenomenon. In the countries of the European Union (EU) goes from 3% to 4% of Gross Domestic Product (GDP) to solve health problems caused by job anxiety, says a study by the International Labour Organizational (ILO).

Health problems of employees may affect the productivity of firms, say the studies.

In Mexico, work stress decreases up to 30% the productivity of the country, according to a study Multisistemas Group Industrial Security, conducted among 2,000 businesses who reported absenteeism as one of the main symptoms of this condition on employees.

Because dissatisfied workers tend to be ‘prey’ easy emotional exhaustion, a practical solution to avoid this and other negative health aspects, could be that their bosses more often compliment.

According to a report by the German insurer AOK, if employees are well informed about what is expected of them and receive recognition for their work, down the complaints and requested disability days by health problems.

Employees would like to have more feedback from their bosses (feedback), they perform more interventions in their favor and rate their work with words, mentions the report by the insurance company, in conjunction with the German University and the University of Bielefeld TU Berlin.

“But many managers do not behave well. Not even congratulate the worker when it is clear who has done a good performance. More than half of employees do not receive a comment about it,” cited one of the investigators, Helmut Schröder, in a press release.

The report on sick leave that place every year the insurance is composed of more than 28,000 workers surveys 147 companies.According to the survey, 41.5% of respondents said that their opinion is not considered in important decisions. A prominent figure in the report is that from 1994 to date, unfit for work for psychological reasons was an increase over 100%.

Worldwide, three out of 10 employees recognized that to stay in their current job, and discard the search for alternative, that their managers would like to give more priority to non-monetary incentives, such as the inclusion of projects and the recognition ofsuccesses they have in their daily performance.

That’s what I found a study by consultancy Deloitte, among 350 employees of companies around the world. Edge Talent Analysis 2020: Building the Recovery Together – What Talent Leaders Expect and How Are Responding (onboard Talent 2020: Building recovery-What talent together to expect and how leaders respond to this) revealed that many companies are facing critical needs and the frustrations of its workers, and lack a realistic view on how they see their own employees.

In Mexico, for example, syndromes such as bornout (burned), which consists in a prolonged state of stress to emotional factors that occurs at work, and includes reactions such as chronic fatigue, is growing at the corporate level. At least two of every 10 workers in his life recognizes depersonalization at work, and seven in 10 low professional achievement, according to a study of over 400 professionals and mentioned in an analysis of public health at the School of Medicine Autonomous University of Mexico (UNAM).

Despite these figures, for many organizations “serve a need for feedback from the partner is seen as a waste of time, or something they should not do because it corresponds to working out their projects, while the director concentrates on other things,” explains the occupational psychologist Araceli Hernandez.

Dedicate a space to inform the employee about what is expected of him in the project and encourage concrete actions, is a sound investment when you consider the economic and psychological impact of having unhappy or dissatisfied workers, says the expert.

“Employees who are happy in their work environment tend to perform better and be more loyal to the organization,” added Hernandez.