Pressure to be visible in the workplace
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2 episodes with Presenteeism
2 episodes with Presenteeism
2 episodes with Presenteeism
2 episodes with Presenteeism
2 episodes with Presenteeism
2 episodes with Presenteeism
2 episodes with Presenteeism
2 episodes with Presenteeism
2 episodes with Presenteeism
The trend of workplace presenteeism has increased in recent years, especially during the COVID-19 crisis. A September 2020 report by RAND Europe suggests that presenteeism is mainly driven by stress, suboptimal mental health, lack of sleep and poor financial well-being, which have all intensified during the pandemic. Presenteeism is the practice of being present at one's place of work for more hours than is required, especially as a manifestation of insecurity about one's job. It can also refer to the practice of coming to work despite illness, injury or anxiety, which often results in reduced productivity. How does presenteeism manifest itself? And what are the causes? In under 3 minutes, we answer your questions ! To listen to the latest episodes, click here: What is the snowball method of paying back debt? What is PimEyes, the powerful tool ending online anonymity? Is the fertility cliff real? A Bababam Originals podcast written and realised by Joseph Chance. First Broadcast: 25/5/2023 Learn more about your ad choices. Visit megaphone.fm/adchoices
@LorenzoMadrazo and colleagues' scoping review on illness presenteeism summarizes the literature on physicians and trainees coming to work sick, highlighting the complexities of this phenomenon Read the accompanying article here: https://doi.org/10.1111/medu.15538
The Journal of Rheumatology's Editor-in-Chief Earl Silverman discusses this month's selection of articles that are most relevant to the clinical rheumatologist. Unacceptable Work State in Rheumatoid Arthritis: Establishment of Thresholds for Presenteeism and Clinical Measurement Instruments - doi.org/10.3899/jrheum.2024-0833 Performance of Disease Activity Indices Used in Axial Spondyloarthritis in Real-World Clinical Settings - doi.org/10.3899/jrheum.2024-0916 Tight Control and Radiological Progression: The Radiographic Outcomes of the TICOPA Study - doi.org/10.3899/jrheum.2024-1035 Indicators of Functional Disability by Receipt of Disability Benefits among Individuals with SLE - doi.org/10.3899/jrheum.2024-0961 Association Between Depressive Symptoms and Self-Reported Physical Activity in Persons With Knee Osteoarthritis - doi.org/10.3899/jrheum.2024-0940
Most people know about the impact mental and physical health can have on absenteeism (i.e., being off work due to ill-health) and the associated effect this has on productivity. People are less familiar with presenteeism – that's where you go to work with mental or physical health problems and don't function to the full extent of your ability Hidden cost as difficult to spot 25% of the 8500 people we surveyed said they had experienced presenteeism in the past month Impact on their work is, on average, working 33% below best possible performance Cost of $2000 per month per employee (based on average salary estimates) More than $46billion cost per annum to NZ if extrapolate that across all orgs – note that this is an estimate and we need more research Lower productivity can be due to: Being distracted Low energy levels Can't focus on goals Unable to finish tasks Interestingly 4 types of presenteeism: Dysfunctional (described above) Overachieving -where you work really hard to make up for it, but increase your chances of burning out Functional – everyone is aware that you're not operating at 100% but manager has altered workload to help in the short-term and you build back up to full capacity Therapeutic – performing less than usual, possibly due to long-term condition, but it's good for you to be at work This is an emerging area for many businesses, so raising awareness is key and understanding potential impact on productivity Need further research in NZ as little studied Would want to move to a position where employees feel they can take time off if they need it to recover rather than returning to work And, having workplaces where these sort of issues can be discussed openly without fear of retribution and employee and manager can work together to structure workload to help recovery and return to full productivity quicker. See omnystudio.com/listener for privacy information.
Wellbeing – is it another corporate buzzword, a moral responsibility or an investment in future performance? This week, we are lucky to have James Carrier joining us to discuss wellbeing at work. How do we define it? How do we measure it? How do we improve it? Why does it matter?What are our responsibilities for our personal wellbeing and those around us?James Carrier is thought-provoking and insightful as he challenges our actions and beliefs. This isn't just an exercise to see how many Jameses you can get on one podcast!
You or someone near you suffers from one of these.....This week, Steve Shutts joined us to discuss energy-limiting conditions, which impact 15 million people in the UK or 1 in 5 in the workplace. These conditions are a silent challenge for many, often not talked about or understood, and consequently negatively impact many people's working lives.Steve shares the extent to which these conditions impact people, provides insights into how to make the workplace inclusive for people with ELCs, and discusses the benefits this can bring to individuals, teams, and organisations. We will all work with people with ELCs, and many of us suffer from an ELC ourselves, so take the time to educate yourself on this subject and the great work the charity ASTRIID does in this space.
The trend of workplace presenteeism has increased in recent years, especially during the COVID-19 crisis. A September 2020 report by RAND Europe suggests that presenteeism is mainly driven by stress, suboptimal mental health, lack of sleep and poor financial well-being, which have all intensified during the pandemic. Presenteeism is the practice of being present at one's place of work for more hours than is required, especially as a manifestation of insecurity about one's job. It can also refer to the practice of coming to work despite illness, injury or anxiety, which often results in reduced productivity. How does presenteeism manifest itself? And what are the causes? In under 3 minutes, we answer your questions ! To listen to the latest episodes, click here: What is the snowball method of paying back debt? What is PimEyes, the powerful tool ending online anonymity? Is the fertility cliff real? A Bababam Originals podcast written and realised by Joseph Chance. First Broadcast: 25/5/2023 Learn more about your ad choices. Visit megaphone.fm/adchoices
We discuss how presenteeism can have negative consequences on employee behavior, team morale, and overall organizational effectiveness. In this Episode: Dr. Heather Morton, Tom Bradshaw, Dr. Matt Lampe, Lee Crowson, Natasha Desjardins, Nic Krueger, LindaAnn Rogers, Alexander Abney-King, Dr. Martha Grajdek, Emi Barresi Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Chandrakumar, D., Arumugam, V., & Vasudevan, A. (2024). Exploring presenteeism trends: a comprehensive bibliometric and content analysis. Frontiers in Psychology, 15, 1352602. Smith, C. E., McAbee, S. T., Freier, L., Huang, S., & Albert, M. A. (2024). Presenteeism pressure: The development of a scale and a nomological network. Journal of Occupational and Organizational Psychology. Quintana, C. (2019, January 31). What does absenteeism cost a company? Well… and presenteeism? Beebole. https://beebole.com/blog/cost-absenteeism-presenteeism/
Are RoboCop-style security guards and AI accountants a glimpse of the future of work? Are longer hours more likely to be the norm, especially if you want to progress in your career? What are the differing perceptions and attitudes of a multigenerational workforce and how is this giving rise to the purported trend of ‘conscious un-bossing'? CIPD Director of Profession David D'Souza is joined by Mel Steel, former HR director and interim people and transformation leader; Jo Carlin, senior VP HR Europe and global head of inclusion and diversity at Firstsource; and Caroline Roberts, associate non-executive director at Barking, Havering and Redbridge University NHS Trust. Recorded: 27 September 2024
Welcome to The Photography Bar podcast, where we talk all things photography. In this episode we talk about Working from home vs presenteeism - does this really matter to a pro photographer? Top 10 cameras for 2024...but are these lists actually any good? You can support he channel by leaving us a 5* review on your favourite podcast app like Spotify and Apple podcasts ----- SUBSCRIBE to our new Youtube channel: https://www.youtube.com/@ThePhotographyBar Support the show by joining our Patreon : https://www.patreon.com/thephotographybar ----- Here is everywhere you can find us: Website: https://www.thephotographybar.co.uk/ Twitter: https://twitter.com/thephotogbar Facebook: https://www.facebook.com/thephotographybar Instagram: https://www.instagram.com/thephotographybar1/ TikTok: https://www.tiktok.com/@thephotographybarpodcast
In this episode, we talk about ways to support mental wellness in the workplace. The guest this time is Tom Oxley, Workplace Director at Bamboo Mental Health. Tom is an independent consultant specializing in mental health at work. He reviews employers, gives talks, and trains people. His material comes from 100s of interviews with employees who have experienced poor mental health – and more than 35 organizations that he has reviewed, from PLCs to local SMEs. He believes any employer can support any employee on mental health – but not at any cost. Tom spoke at the World Congress on Health and Safety and you can see his TEDx talk here.Questions for Tom include:Why is supporting mental wellbeing important to you?Presenteeism costs 1.8 times more than absenteeism. How can managers be better at spotting signs of stress and/or anxiety? You spoke earlier about "grown-up conversations". You believe that "any employer can support any employee on mental health – but not at any cost". You also promote supporting employee mental health "while keeping boundaries" What do you mean by this?You spoke at the Disrupt session within the Cambridge AI Summit on June 18. Tell us about your session.You recently spoke at the 23rd World Congress on Safety & Health at Work. Tell us more.How can organizations achieve psychological safety in the workplace?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.Feature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events
Guest post by Anna Eliatamby is Director of Healthy Leadership, CIC and co-author with Grazia Lomonte of Healing-Self Care for Leaders and their Teams, out now and available on Amazon Organisations, regardless of size, are fragile social systems of people and the accompanying relationships. The culture is the collective social system and equally delicate. Just the presence of one bully can disrupt the social system and the culture. Clearly, when more than one person, or worse, a group, torments others, the impact of bullying is significantly amplified. Why you need to address workplace bullying The bottom line Regardless of how organizations define their bottom line - from financial to social and environmental - it is affected by negative behaviours. The American Psychological Association estimated the cost of bullying to be near $300 billion. The National University of Ireland, Galway estimated that the cost to the national economy of Ireland is 239 million euros per year. And workplace bullying causes the loss of 1.7 million days of work. There are many other effects of tolerating bullying. When people experience bullying or witness it, they are affected. They will have high levels of stress and fear, waiting for that next moment or comment. Their ability to focus and concentrate, think clearly and make good decisions deteriorates. They lose self-esteem and motivation and energy. This then affects their ability to be productive and even creative. They will not feel loyal to the organisation. Some will become more vulnerable to mental health problems, such as higher levels of anxiety and depression. Physical health can be affected. As people's health deteriorates, the cost to the organisation's health insurance will increase. People will spend time and effort avoiding the bully or bullies. Or not work so hard, just doing the bare minimum. Presenteeism increases. People can spend more than half their time focussed, not on work but on avoidance or seeking support or looking for other jobs. As people leave because of the bullying and associated negativity, then the costs of recruitment increase. It can take nine months of a salary to recruit into a position. Reputational damage can occur, especially if an employee takes legal action. When this happens, the company will incur legal costs. Bullying Is ongoing and repeated. And includes behaviours that are harmful from banter to sidelining, withholding key information, abusing power and to more significant acts such as physical aggression. It can be direct or indirect. For example, a group of individuals would deliberately falsify information about a manager and then ensure that they could not carry out their tasks. Humiliation is often the aim. Anyone has the propensity to bully, except that most of us choose not to. Bullies can be insecure, have experienced bullying themselves, lack management expertise, and not know what else to do. They may want to gain power and authority to feel in control. Often, they continue their bullying because no one will address their actions and help them change. Tacit reinforcement. Those who are bullied often possess competence and ability, but they may lack self-confidence or appear vulnerable. Bullies sense this and exploit it. The perpetrators often are emotionally intelligent but choose to misuse this skill. Reclaiming the bottom line Starts with admitting the presence of bullying behaviour. Acknowledging its deleterious impact and then deciding to act to address it, beyond gathering data on its incidence. This will take courage as most will avoid doing something because it is frightening, and they feel they lack the skills or ability. However, if you decide to act, then you learn that you already possess the people skills and fortitude to act. It also requires persistence because the bullies won't believe your intentions at first. Ensure that the message is clear to one and all. It is time for healthy, decent and supportive relationships, e...
Your host, Anna Donaghey, looks at the way in which businesses often fail to ‘do right' by their employees - on the one hand encouraging a drinking culture, but failing to educate and provide adequate support when it is needed. She examines the threads that tie alcohol culture to the workplace, with this week's guest, Tabbin Almond, a fellow coach in the process of writing her book ‘Bottling Up Trouble: How Alcohol is Holding Your Business Back and What to Do About It'. Together they discuss how alcohol remains absent from the vast majority of Wellness agendas, despite a clear commercial and logical argument for its inclusion.This episode is more than just a conversation; it's a call to action for leaders, managers, and the workforce to foster a healthier, more supportive work environment for all. Take a listen to see how we can make talking about alcohol in the workplace less of a taboo.Here are the highlights:04:20 Encouraging conversation, breaking down workplace taboos.07:10 Companies need to support employees more openly.14:34 Leaders leading with a commitment to change alcohol myths.18:36 Presenteeism: employees present but unproductive due to issues.20:51 Alcohol's impact on productivity and relationships.23:59 Pressure on fitting in and socialising at work.28:25 Hope for the future, tolerance and self-respect are emphasised.34:50 Shifting drinking culture to promote informed choices.36:48 Encourage responsible partying for better relationships.40:43 HR professionals promoting non-alcoholic workplace events and education.48:38 Opening up workplace conversation about forward-thinking choices.About Tabbin AlmondTabbin had a long and reasonably successful career in advertising (where she used her ‘proper' name of Katherine, rather than her nickname of Tabbin). She grew up in a family where alcohol was an intrinsic part of daily life, which turned out to be excellent preparation for a career in advertising. On joining a big London Agency in the mid-eighties, she took the long boozy lunches in her stride. And would then go on to the pub after work. And that was just during the week. Weekends were when the serious partying would happen. But over the years, her social / work drinking morphed into more hidden, solitary drinking. Not enough for anyone else to realise that she had a problem but certainly enough for her to feel that her relationship with alcohol was becoming increasingly unhealthy, affecting her work and her relationships and making her unhappy.She tried various ways of giving up, including AA (short-lived) and hypnotherapy (much longer). But it wasn't until she came across This Naked Mind that she found a method that really made sense her – she stopped thinking in terms of ‘giving up' and focussed instead on the freedom she could now enjoy. Tabbin's niche is helping people working in careers like advertising, media and law, where alcohol still plays a big role, whether it is in the form of client entertaining or after-work drinks. Alcohol is an addictive substance, so it is inevitable that its prevalence in our professional lives will lead to some people becoming addicted. She has written a book called Bottling Up Trouble – how alcohol is harming your business and what you can do about it, which will be published in September 2024. She looks forward to the day when professional people do not have to make an excuse for not drinking! And when the shame and stigma around Alcohol Use Disorder is a thing of the past, so that people feel safe asking for the help that they need.She is a breast cancer survivor (thank you NHS), and now lives in beautiful Devon where she is able to enjoy long walks on Dartmoor with family and friends. Her passions range from the zen (practicing
In part one of a special two-part episode of the HRchat Podcast with guest Professor Sir Cary Cooper, we focus on measuring presenteeism, optimizing productivity, and fostering a culture of employee health and wellbeing.Professor Sir Cary Cooper, CBE is the 50th Anniversary Prof of Organizational Psychology & Health at Manchester Business School, University of Manchester, the author and editor of numerous books, and is one of Britain's most quoted business experts. Questions in part one include: Rethinking presenteeism to achieve higher productivity: "Our latest research at Robertson Cooper has turned conventional wisdom about presenteeism on its head. We've identified that not all instances of working whilst unwell should be classified as 'presenteeism,' paving the way for a new era in how organizations manage employee health, wellbeing, and productivity." What we've discovered: There are three distinct types of working whilst unwell, only one of which should be labeled presenteeism and eradicated from businesses." Tell us about the 'correct' definition of presenteeism. "The other two types, "Functional Presence" (Pragmatic and Therapeutic), aren't always a cost to businesses and may actually be desirable for both the organization and the employee." Tell us more about these types. What impact can presenteeism have on colleagues? Recent market reports suggest employees will be staying in the jobs for longer in 2024. How can employers minimize the chances of presenteeism and, instead, help to develop and grow the development of their people? We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc. This Episode is Supported by ManpowerGroup Talent SolutionsTalent Solutions combines our leading global offerings RPO, TAPFIN-MSP and Right Management to provide end-to-end, data-driven capabilities across the talent lifecycle. Learn more here. Feature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events
Presenteeism is referred to as the act of being physically at work, but not really there mentally. Although they show up physically, the employee is unable to fully perform their duties—due to illness, injury or other conditions—and are more likely to make mistakes. Resenteeism describes the act of staying in an unsatisfying job. A worker in those circumstances begins to actively resent their current workplace and often doesn't do a great job of hiding it. In this LinkedIn Live, I discuss how both trends are born out of the feeling of job insecurity and what to do if you fall in either category.
“Organizations have come a long way when it comes to recognizing and attempting to stamp out gender bias. But gender bias stubbornly persists and women still face substantial hurdles when trying to succeed professionally,” note Amy Diehl, PhD, and Leanne M Dzubinski, PhD, the authors of the brilliant book ‘Glass Walls: Shattering the Six Barriers Still Holding Women Back at Work' which released in June this year. This is a subject close to our hearts here, and we are thrilled to have both Amy and Leanne on our podcast this episode! ‘Glass Walls' is a culmination of extensive original research by the authors who reveal the six barriers still holding women back through stories of prominent and everyday women. They explain how you can shatter these barriers to eliminate bias in your workplace, whether you are a leader, an ally or an individual woman. Above all, they argue gender bias is not the problem of the person suffering it, but rather an organizational problem.Amy is an award-winning information technology leader and gender equity researcher based in Pennsylvania. Leanne is Professor of Leadership at Asbury Seminary in Kentucky.In this incisive conversation with the authors, Vinay finds more about the book, its genesis, and insights on the cause and effect of gender biases and what organizations and leaders can do to help eliminate gender bias. [02:22s] Genesis of their work in gender biases [10:56s] Stories behind ‘Glass Walls' [13:00s] Awareness on gender biases over the past decade [16: 49s] ‘Naming the invisible': Tips to address unconscious biases [21:55s] Presenteeism biases [21:55s] Impact of the pandemic [34:44s] Key takeaways from ‘Glass Walls' Get your copy of ‘Glass Walls' Connect with Amy at https://amy-diehl.com/ Connect with Leanne on LinkedInConnect with Vinay on Twitter or LinkedIn What did you think about this episode? What would you like to hear more about? Or simply, write in and say hello! podcast@c2cod.comSubscribe to us on your favorite platforms including Google Podcasts, Apple Podcasts, SpotifyThis podcast is sponsored by C2C-OD, your Organizational Development consulting partner ‘Bringing People and Strategy Together'. Follow @c2cod on Twitter, LinkedIn, Instagram, Facebook
In this episode, we examine the different aspects of wellness in the workplace and explore the potential challenges and areas of growth that can come with improving employees' physical, mental, and emotional health.Our prescription for this episode: understand that wellness strategies cannot be successful in a silo. We need to look at physical, mental, AND emotional health all together. Employee wellness is how you maintain employees in the long term.Statistics referenced:Employees take an average of 4 sick days a year, but admit to being unproductive an average of 57.5 days a year. -GCC Insights. Clocking on and Checking out: Why Your Employees May Not Be Working at Optimal Levels and What You Can Do About It. (2016) The cost of burnout-related absences and lost productivity can be close to 25% of an employee's annual salary. -Morneau Shepell. Annual Mental Health Index. (2022) About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.
If you are ambitious and achievement driven, it can be easy to find yourself in an extreme work model and out of balance especially when #presenteeism and constant availability are often erroneously associated with commitment and drive. This outdated “ideal worker” norm is bad for everyone, men and women, but research shows it can be especially damaging to women's careers. Societal norms and expectations continue to perpetuate the idea that being a wife and raising a family is the top priority for women, while career advancement and financial independence are secondary while for men, the opposite is true. A corporate culture requiring total devotion from all employees, combined with cultural gender norms, ultimately sets the standard for certain workplace behaviors to be seen as worthy of reward. It has led to the idea of the ideal worker as a present and always available. This model wasn't designed by or for women and it wasn't designed for today's workforce. There have been many initiatives over the past couple of decades in the workforce aimed at advancing women that have helped when it comes to getting us to the middle, but the extreme work model looms over us creating a barrier to those top positions. We have to keep this discussion on the forefront because this model doesn't work for women and even if it is working for men's advancement. it isn't what most men want anymore. If it is just women pushing back, it won't change – we need men to also push back because we know it will be better for all of us. This discussion is all about a mindset shift. We need to ditch the idea that being present and available all the time equals the ideal worker because what it really equals is dissatisfaction, burnout, and a general lack of wellness and happiness. Reference DeSimone, K. (2021). Women perceive barriers to corporate advancement as self-imposed. Advancing Women in Leadership Journal, 40(1), 99-107. Shipman, C., & Kay, K. (2010). Womenomics: Work less, achieve more, live better. New York, NY: Harper. Previous Podcasts Referenced in This Episode: Gender Equity = Win-Win https://podcasts.apple.com/us/podcast/gender-equity-win-win/id1569849100?i=1000621456781 The Meritocracy Myth https://podcasts.apple.com/us/podcast/the-meritocracy-myth/id1569849100?i=1000542761335 Dad's Don't Babysit, It's Called Parenting https://podcasts.apple.com/us/podcast/dads-dont-babysit-its-called-parenting/id1569849100?i=1000557163813 For more about Dr. DeSimone and the Advancing Women Podcast https://www.instagram.com/advancingwomenpodcast/ https://advancingwomenpodcast.com/ https://www.facebook.com/advancingwomenpodcast/
The trend of workplace presenteeism has increased in recent years, especially during the COVID-19 crisis. A September 2020 report by RAND Europe suggests that presenteeism is mainly driven by stress, suboptimal mental health, lack of sleep and poor financial well-being, which have all intensified during the pandemic. Presenteeism is the practice of being present at one's place of work for more hours than is required, especially as a manifestation of insecurity about one's job. It can also refer to the practice of coming to work despite illness, injury or anxiety, which often results in reduced productivity. How does presenteeism manifest itself? And what are the causes? In under 3 minutes, we answer your questions ! To listen to the latest episodes, click here: What is the snowball method of paying back debt? What is PimEyes, the powerful tool ending online anonymity? Is the fertility cliff real? A Bababam Originals podcast written and realised by Joseph Chance. In partnership with upday UK. Learn more about your ad choices. Visit megaphone.fm/adchoices
Jeff Riseley is the Founder of Sales Health Alliance which is a consultancy that focuses on the mental health and well-being of sales professionals. They provide resources, education, and support to people in sales who may be experiencing stress, burnout, or other mental health challenges.In this episode, we discuss the importance of mental health initiatives in organizations and the impact they have on sales performance. With alarming statistics showing that over 60% of sellers struggle with mental health and stress, Jeff provides data-driven insights on how addressing mental health can actually improve sales performance more than focusing solely on pointed problems like prospecting. Jeff shares personal experiences and advice on how to frame mental health from a sales leadership perspective, and unpacks why people change jobs, often due to underlying mental health issues. He also talks about the downsides of burning and churning talent, and the importance of investing in mental health initiatives to improve employee productivity and well-being. With practical tips and mindset tricks, Jeff provides valuable insights from his consultant work at Sales Health Alliance and his book on normalizing conversations around mental health within sales organizations. This episode is a must-listen for anyone in sales leadership looking to improve their team's performance and well-being.#salesconsultantpodcast #mentalhealth #employeeengagement #salesproductivity #saleseffectiveness #b2bsales #burnout #stress #anxietty #salesmanagement #salesconsultingTime Stamps:[2:33] I ask Jeff if Mental Health initiatives within organizations really work. He says absolutely and backs it up with data. 63% of sellers are struggling with mental health, 79% of sellers are feeling stressed or highly stressed. He cites examples of correlations between improved stress and improved sales performance.[3:40] Jeff talks about how trying to address pointed problems like prospecting isn't as impactful as addressing mental health.[8:25] Jeff explains how to frame mental health from a sales leadership perspective. I wish I would have had the advice he shares here earlier in my career. [9:53] We unpack why people change jobs and how trying to prevent hiring people with poor mental health doesn't work because people rarely share why they're really changing. We might think and want to think that it's because of the opportunity to work with us or something like that but the real reason may be much more deeply rooted.[15:39] He talks about his experience in sales and dealing with the associated stress. He went from University to a sales role and talks about a blindspot in the sales industry where the extent of stress that the common fresh grads that enter sales forces is maybe heartbreak or failed a class. That's their stress baseline which is much different than what you experience in sales. 20:23] Jeff explains why, “Anxiety in sales is not optional.” 23:25] We get into the notion of ‘burning and churning' talent. Jeff breaks down his viewpoint on how sales leadership has adopted this approach because they can always find more talent but the reality is this is costing organizations millions of dollars. The name of the game now is “do more with less” and constant turnover does not align with that. “You need to get more out of your people, not less, and to get the most out of them you have to get them to stick around.” 27:13] We discuss the downsides of not investing into mental health initiatives and deploying some of these best practices. Jeff explains the concept of “Presenteeism” where employees are ‘clocked but checked out'. The study he cites found that businesses lose, on average, per employee, 57 working days per year due to Presenteeism. Someone who would have taken 10 minutes to write...
Max Lambright is an 8 time CEO, who, until 3 weeks ago, was too old to hire and too young to retire. Now focused on coaching and mentoring current service C-suite executives as well as the next generation of small and medium business leaders, Max has partnered with 4 other ex-C suite entrepreneurs to form The Executive's Chair, a virtual community where leaders come to grow. Over the past 50 years in business, and 35+ years in executive leadership positions, Max has led, turned-around, and grown companies in such diverse industries as custom electrical components, food processing, steel fabrication, and commercial cleaning equipment.Sponsor: www.SeniorCareAuthority.com
Guest: Abbie Buck, Chief People Officer at Collective Health Has the perception of employee wellness changed in 2022? And what is this concept of presenteeism that has become the new challenge in the workplace? In this latest episode of the HR Works Podcast, we catch up on the current state of employee wellness with Collective Health's Chief People Officer, Abbie Buck. Listen as Abbie explains the rising trend of presenteeism that is challenging workforces across the globe, and learn how a well-defined and dedicated health benefits and wellness plan can truly support the employee experience.
Join our Discord server: https://discord.gg/7QsrTbKchc Today's article: https://www.zdnet.com/article/digital-presenteeism-is-creating-a-future-of-work-that-nobody-wants/ https://www.npr.org/sections/money/2022/11/15/1136039542/these-companies-ran-an-experiment-pay-workers-their-full-salary-to-work-fewer-da Follow @PrivSecNews on Twitter Hosts: Peter Lowe (@pgl) Jon Cohen (@jonnisec) Mike Sutton (@zenmike)
Quiet Quitting - turning up for one's job and doing the bare minimum - what do you think ? I've been hearing many opinions that strike me as unsympathetic, so here I choose to redress the balance.If you're burnt out and quiet quitting, that seems like a rational response, but it's unlikely to help you feel better. I believe resolving burnout itself gives you much broader and more powerful options.So, listen for tips on resolving Quiet Quitting as an individual or as a leader.Show Notes:Good to Great, Jim CollinsCreativity Inc, Ed Catmull & Amy Wallace Big Potential, Shawn AchorWhat's Happening at Work, Part 2 of 2, Brene Brown, Adam Grant & Simon Sinek---To recover from burnout, start here mini.dexrandall.comFor more insights see @coachdexrandall
In this What's Going On episode, Maya and Pilar cover a small set of articles all related to the growing danger of presenteeism at work. Recorded on 17 October 2022. For the full show notes, check out https://www.virtualnotdistant.com/podcasts/async-privilege
Everybody struggles with having a career and raising a family. Either one spouse works and the other raises the family. Or both spouses work and one person raises the family. It's a rare family in which both parents work and both contribute equally to raising the family. Aspects to a Relationship that Make it Strong: Mutual Commitment to a Goal of Raising a Family Sharing Family Duties Career: Two-career household with One Career more public than the other career, essentially creating the appearance that one career was more important or made more money If they both had careers, it appeared that Gisele spent more time raising the children. Why? Since she made more money than Tom. I want to talk about the energy people bring to the marriage, and the energy people use in the divorce. I'm using the relationship of Tom Brady and Gisele Bundchen to show that their energy was united until Tom reneged on retirement, and Giselle stopped showing up for the games, resulting in a losing season so far for Tom Brady. When Tom and Giselle met, Giselle was wealthier than Tom, and still is, accumulating her wealth as a successful supermodel, starting as a Victoria's secret runway Angel. She was making more money than Tom. Then Tom's career started to take off, and the deal apparently was that Giselle would be a stay-at-home mom and Tom would be the breadwinner. Giselle was at every game with the growing family. As Tom approached 45 years of age, I believe I read that Tom was going to stay home and invest more time in raising the two children. When Tom unretired the shit hit the fan. Giselle stopped coming to Tom's games and Tom has not been winning. I mean he lost tot the Pittsburgh Steelers, my team, last week. That's pretty bad. I'm doing a speech on Presenteeism for corporate America, a term used to describe people being at work but unproductive due to emotional pain. The title of the speech is Driven to Distraction. I think this applies to Tom Brady and his unproductive season so far. My point is that there was an energy that helped fuel Tom's performance on the field with Giselle at the games. They were a team, too. It seems that when that team disbanded, it affected his other team, the football team. #tombrady #giselebundchen #commitment #marriage #energy #relationship #parenting #familyduties #family #career #divorce #teamwork #podcast #divorcepodcast #happiness
Andy Lopata's guest on this week's Connected Leadership Podcast is Julia Hobsbawn OBE, speaker, entrepreneur and author of 'The Nowhere Office' book and podcast. A topical subject about changing working patterns and the impact on professional relationships. WFH has existed since the dawn of technology and the internet but the shifts and trends before the pandemic have now become reality. What does this mean for leaders and organisational behaviour? Julia sees it as the most important moment in the history of work in the last hundred years. The norm will be hybrid working, the way people use offices will change. Leaders and managers can embrace the change with flexibility and a boost to productivity. The office still has particular functions; networking, learning, mentoring, key meetings; the work can be done at home. There is a need for new strategies, new tactics.
Senior executives are experiencing great asynchronous work privileges while most workers are required to prove digital presenteeism. Studies show that employees are working an extra 5.5 hours per work to prove they are working. Christian Napier and Spencer Horn discuss this impact of these trends on productivity and the talent war, along with ideas to positively impact your team performance.
Videos: Dr. Ryan Cole: Covid Vaccine Side Effects Are Like A Nuclear Bomb New Rule: F*** tha Casting Police | Real Time with Bill Maher (HBO) Renters In America Are Running Out Of Options Consuming green vegetables, supplements suppresses inflammatory bowel disease Sichuan University in China and from Cedars Sinai Medical Center, August 17, 2022 The dietary supplement chlorophyllin alleviates inflammatory bowel disease (IBD), including Crohn's disease and ulcerative colitis, according to researchers from the Center for Diabetes and Metabolism Research at Sichuan University in China and from Cedars Sinai Medical Center in Los Angeles. In addition, chlorophyllin significantly reduces mortality related to IBD, weight loss, diarrhea and hidden blood in the stool, intestinal epithelial damage and infiltration of inflammatory cells. The findings are published ahead of print in the American Journal of Physiology-Gastrointestinal and Liver Physiology, and the study has been chosen as an APS select article for August. Current therapeutics for IBD include medications that suppress the immune system (immunosuppressants) and surgery. However, long-term use of immunosuppressive treatments could result in severe adverse effects, including opportunistic infections and even organ failure. In this study, researchers found taking an oral chlorophyllin supplement—a compound derived from the green pigment found in plants—reduced colitis and abnormalities in the intestinal epithelia of mice. Also, consumption of green vegetables and chlorophyllin may be helpful for IBD recovery, in part through alleviation of inflammation and autolysosomal flux (a process that uses lysosome to degrade and remove toxic molecules and organelles). Green pigment found in these foods and supplements can initiate a feeding signaling to modulate autophagy in the cells, which suppresses IBD symptoms. (next) Coriander is a potent weapon against antibiotic resistant bacteria University of Beira Interior (Portugal) August 10, 2022 The problem of antibiotic resistant bacteria has been deemed a public health crisis, with the Centers for Disease Control and Prevention (CDC) reporting that invasive MRSA – or methicillin-resistant S. aureus – infections affect 80,000 people globally a year, and claim over 11,000 lives. But, what the CDC will never tell you is how coriander can potentially save lives. Researchers in Portugal now say that that the oil from coriander – a common kitchen spice – is quite toxic to a wide range of harmful bacteria, leading to hopes that it may be enlisted in the fight against MRSA and other pathogens. The scientific research about coriander is promising Researchers at University of Beira Interior used flow cytometry to study the effects of coriander oil on 12 different disease-causing types of bacteria, including E. coli, Salmonella, B. cereus and MRSA. In the study, published in Journal of Medical Microbiology, the oil significantly inhibited bacterial growth – especially that of MRSA and E. coli. (next) Tumour blood supply stopped in its tracks by modified natural compound University of New South Wales (Australia), August 10, 2022 Researchers have discovered how the modified natural compound dextran-catechin disrupts formation of blood vessels that fuel growth in the childhood cancer neuroblastoma. Researchers have discovered how a modified natural compound disrupts angiogenesis, the formation of blood vessel networks, in neuroblastoma tumours, stopping them laying down the vital supply lines that fuel cancer growth and spread. Dextran catechin is a sugar based conjugated form of catechin commonly found in green tea, red wine, dark chocolate and apple peels. Lead author Dr Orazio Vittorio of Children's Cancer Institute found that the natural polyphenol catechin slows tumour growth in the laboratory but breaks down too quickly in the body to be effective. (next) Researchers discover how DDT exposure contributes to Alzheimer's disease risk Florida International University and Rutgers University, August 17, 2022 A new study led by researchers from Florida International University and Rutgers reveals a mechanism linking the pesticide DDT to Alzheimer's disease. Published in Environmental Health Perspectives, the study shows how the persistent environmental pollutant DDT causes increased amounts of toxic amyloid beta, which form the characteristic amyloid plaques found in the brains of those with Alzheimer's disease. According to Jason Richardson, professor at FIU's Robert Stempel College of Public Health & Social Work and corresponding author, the study further demonstrates that DDT is an environmental risk factor for Alzheimer's disease.”The vast majority of research on the disease has been on genetics—and genetics are very important—but the genes that actually cause the disease are very rare,” Richardson says. “Environmental risk factors like exposure to DDT are modifiable. So, if we understand how DDT affects the brain, then perhaps we could target those mechanisms and help the people who have been highly exposed.” The study focused on sodium channels, which the nervous system uses to communicate between brain cells (neurons), as the potential mechanism. DDT causes these channels to remain open, leading to increased firing of neurons and increased release of amyloid-beta peptides. In the study, researchers demonstrate that if neurons are treated with tetrodotoxin, a compound that blocks sodium channels in the brain, the increased production of the amyloid precursor protein and toxic amyloid-beta species is prevented. “This finding could potentially provide a roadmap to future therapies for people highly exposed to DDT,” Richardson says. (next) Study shows how food preservatives may disrupt human hormones and promote obesity Cedars-Sinai Medicine Institute, August 9, 2022 Can chemicals that are added to breakfast cereals and other everyday products make you obese? Growing evidence from animal experiments suggests the answer may be “yes.” But confirming these findings in humans has faced formidable obstacles – until now. A new study published in Nature Communications details how Cedars-Sinai investigators developed a novel platform and protocol for testing the effects of chemicals known as endocrine disruptors on humans. The three chemicals tested in this study are abundant in modern life. Butylhydroxytoluene (BHT) is an antioxidant commonly added to breakfast cereals and other foods to protect nutrients and keep fats from turning rancid; perfluorooctanoic acid (PFOA) is a polymer found in some cookware, carpeting and other products; and tributyltin (TBT) is a compound in paints that can make its way into water and accumulate in seafood. The investigators used hormone-producing tissues grown from human stem cells to demonstrate how chronic exposure to these chemicals can interfere with signals sent from the digestive system to the brain that let people know when they are “full” during meals. When this signaling system breaks down, people often may continue eating, causing them to gain weight. (next) Standing desks can improve well-being, reduce stress among office workers University of Leicester (UK), August 17 2022 Standing desks can improve workers' performance as well as cut their time sitting by an hour each day, according to new research. Study authors add that getting up from an office chair also boosts well-being and energy levels, while reducing stress. “High levels of sitting time are associated with several health related outcomes and premature mortality, with high levels of workplace sitting associated with low vigor and job performance and high levels of presenteeism.” Presenteeism is the practice of being present at one's place of work for more hours than is required, especially as a manifestation of insecurity about one's job. Sedentary lifestyles increase the risk of chronic conditions including cardiovascular disease, type 2 diabetes, depression, anxiety, and cancer.
How can you help your team to do the best work of their lives? By building a conducive culture that allows them to thrive. Gustavo Razzetti is a sought-after speaker, culture consultant, and author of three books. He realised that most companies don't lack ideas, resources, or talent, but rather an advantageous culture. And so he created Fearless Culture, a workplace culture consulting firm, to help organisations become purpose-driven, agile, and innovative. He's also the creator of the Culture Design Canvas, a culture mapping tool used by consultants, coaches, and organisations worldwide.On this episode of The Melting Pot, Gustavo discusses the book he wrote during the pandemic, Remote Not Distant, which takes the concept of deliberately designing a culture and applying it to a new normal hybrid workplace. Because how do you design a culture that helps everyone thrive when not everybody is office based? Download and listen to find out.Book recommendations:Insight: The Power Of Self-Awareness In A Self-Deluded World - Tasha EurichCreativity, Inc - Ed CatmullOn today's podcast:Determining the work modelWhy you should care about cultureCreating rituals when remote workingThe benefits of feedbackDecentralised decision makingLinks:Book - Remote Not Distant: Design a Company Culture That Will Help You Thrive in a Hybrid WorkplaceTwitter – @gusrazzettiLinkedIn – Gustavo RazzettiWebsite – https://fearlessculture.designCulture Mapping Tool - Culture Design Canvas
Is presenteeism costing your business? In 2021 people turning up for work unfit to do so cost UK businesses £24-28 billion in terms of lost productivity. In the public sector 42% of people will turn up for work even if not well enough to do so. In the private sector this rises to 51%. People struggling with aspects of their mental health are particularly likely to succumb to presenteeism as they feel their careers may be negatively affected if they admit to having mental health issues. Physician, Psychiatrist and Senior Executive of privately held companies in the mental health field Andres Fonesca discusses presenteeism in the workplace, and what it might mean for your staff and your organisation. Andres addresses how to support your staff so that presenteeism doesn't negatively impact your organisation. Andres is committed to improving service provision for NHS patients. He is currently CEO of Thrive, a company dedicated to creating evidence-based digital tools to detect, prevent and treat mental health conditions. Watch the full episode on YouTube: https://www.youtube.com/watch?v=RxO_TjxD9FI Connect with Andres: LinkedIn: https://www.linkedin.com/in/andres-fonseca-1679b716/ Website: https://thrive.uk.com/ Email: andres@thrive.uk.com Twitter: https://twitter.com/AndrFon Helping SME's build resilient, high performing teams and businesses, quickly, so they can innovate, deliver, and thrive. The SME's I work with typically struggle/suffer/ with one or more of these challenges: - no clear strategy - dysfunctional team dynamics - not knowing their vision or mission - feeling stuck and procrastinating - business not growing - leadership challenges If you want support in helping your organisation thrive, do get in contact with me: https://www.julianrobertsconsulting.com
Each Saturday morning at 0740 on Weekend Breakfast we focus on an area of 'wellness' - health, relationships, mental health, career, home - it's all about practicing healthy habits to attain better physical and mental health outcomes. This week we talk about presenteeism - the act of showing up for work without being productive, generally, because ill-health prevents it. Prof Renata Schoeman Psychiatrist and Head of the Health Care Leadership MBA stream at Stellenbosch Business SchoolSee omnystudio.com/listener for privacy information.
Presenteeism at the workplace costs 4.2% of GDP by Radio Islam
In this episode Chris Cherry & Dr Katrina Sheikh are joined by Professor Nick Glozier. Nick is a consultant psychiatrist specialising in epidemiology, trials and health services research. He has a research interests in public mental health, function, sleep, the workplace, stress, disability and discrimination in our changing psychosocial and technological environments. In thirteen years since arriving in Australia he has been awarded over $60 million in nationally competitive grants as a Chief Investigator, and is a theme leader in the new ARC Life Course Centre of ExcellenceThis episode covers:
In this episode, Maya and Pilar discuss the different communication rhythms that remote teams adopt. They also cover the concept of documentation, as something that can help slow down a team's rhythm, or at least help it towards "burstiness", a characteristic of successful teams. Plenty here to reflect on.Communication in an online team requires a different mindset to that of when you are collocated, and requires different ways of interacting which might feel unnatural, or even uncomfortable. It all started with this tweet:https://twitter.com/PilarOrti/status/1499370551596527617 “Over the last years, I've worked & collaborated with a wide range of people online. 1 thing that strikes me is that the rhythm of communication & the speed of the workflow become apparent. I've noticed when somebody's rhythm clashes with my own. Is this something you've noticed?”Saskie replied that she also noticed when it WAS in sync, and gave this metaphor: “Musing on your tweet brought to mind an image of 3 legged races as a child. Just agreeing to begin with the outer leg first was a winning tactic. It wasn't about running faster – just about not falling over ourselves!”As external people, we notice this when we come into a team, but the team might not be aware that there are different rhythms of communicating. There are teams which communicate constantly, either because the task requires it, or because they're used to it. So this presents itself like constant tagging, and many near real-time replies; on the other hand some teams barely tag anyone, just post messages at some point, and don't require as much synchronous communication, neither to do their work or to feel connected. We explain the terms “asynchronous communication”, “documentation” and “single source of truth”. For more on this, you might want to check out this newsletter from Remote Fabric: http://newsletter.remotefabric.com/issues/push-vs-pull-communication-issue-2-696532 Teams can start by pulling together different bits of information and gather them in one single space, so that it's accessible for everyone. Think of it as a key area in your online office. You can also adopt the principle, thinking, “is this conversation or document something we want to keep for future reference, could it help someone?” It's about making it easier to find where the expertise is in the company, so this is not only about content but also about knowing who can help you in the company. Could this be relevant to learning and development roles? Shifting the mindset from how to run “engaging online workshops” to how can we curate the information and knowledge in the company? Technology is making this easier by the year… (For more on this check out next week's episode on Knowledge Management in organisations.) 19.00 MINS DIfferent teams have different rhythms and they are influenced by the nature and progress of task and task interdependence, perception of and real hierarchy and level of autonomy to make decisions and social culture.We begin talking about the rhythm around tasks and how this is affected by the nature of the task, the progress, and if we're in a project, the stage of the project. Eg kick off and brainstorming at the beginning might require regular lots of exchanges, then a slower rhythm and less interactions as everyone “gets on with it”, and a faster pace. We can reflect as individuals and as a team whether the rhythm we have is useful to us. Also, don't forget about our wider context and how this might affect the rhythm in which we communicate. Task interdependence will also affect your communication cadence, as well as whether you have a space where you go to communicate your progress. (You can find out more about this in episode 239, or read the show notes.)By the way, creating documentation is all about creating the space for meaningful conversations, and conversing when it's the best way of getting things done together, not as the only way of getting things done together. It helps us avoid information being held in someone's head. Documentation is live, so that improvement to our processes can be communicated too. But none of this helps if we don't develop a culture of accessing documentation and other asynchronous communication. (We know, it can feel like a lot of extra work, but transitions are always difficult…) As team leaders, we need to change our mindset and focus on creating an ecosystem within which people can work rather than always being the main point of contact for information. It can be difficult to figure out which technology can help us best though… Another challenge… And of course, none of this works without psychological safety… 36.00 MINSThe sense of hierarchy and real hierarchy, as well as the ability and trust to make decisions on our own also can result in constant communication, as everyone feels like they need to check in. Presenteeism and the need to be seen as working really hard, can also result in lots of “push communication” when we complete the work – rather than the more calm cadence of making our workflow visible in an agreed way. If we don't have a system for communicating innovations and experiments, one person can end up in the receiving end of lots of information requests, rather than people going to a specific place to find out more about this. As team leaders, we can take the coaching approach and document some of the answers people might be looking for, so that they can access them on their own, rather than relying on you. Personality also plays a part in this, and the ability to figure out things on your own, or finding your way through information is a core skill for remote workers. 43.00 MINSFinally, let's look at culture.Is psychological safety as important in remote teams as in colocated? At least you have to know it's ok to bring things up. In teams where people have a need to feel connected physically or emotionally to each other throughout the day, we might also get fast paced communication. There was some research done on the rhythm of communication done a couple of years ago: Successful Remote Teams Communicate in Bursts by Christoph Riedl and Anita Williams Woolley, published on 28 October 2020 HBR online https://hbr.org/2020/10/successful-remote-teams-communicate-in-bursts Bursts of rapid-fire communication with longer periods of silence in between are characteristic of successful teams. Bursts help to focus energy, develop ideas, get closure on specific questions and condensing the synchronous time, can help those who really miss the ‘buzz' of face to face interactions. Find synchronous time together and define it, rather than suddenly move to synchronous communication. This does not need to be set in advance, but can be built on what's going on organically or can be emerging by sharing availability. From the article, “The bottom line: Worry less about sparking creativity and connection through watercooler-style interactions in the physical world, and focus more on facilitating bursty communication.” Let's not forget that artificial intelligence is making it easier for us to find information, including how real-time conversations are being recorded (in video, audio) and how they can be searched. We know none of this is easy – let us know if you need some help. 54.00 MINSWe'd like to share an article by our friend Jennifer Riggins which is both timely and evergreen: How to Support Teammates Living in Ukraine — or Any War Zone.The article offers examples of how to support people in crisis situations in both practical and emotional ways. It's very relevant to today's context, but can also help in the future. We hope you enjoyed the episode, feel free to send us some feedback or any other thoughts you would like to share with us and the listeners. Sign up for our monthly newsletter below as a way of keeping in touch, or join us over at LinkedIn.
We've heard about The Turnover Tsunami, The Great Resignation and now The Great Reset. But I'm more worried about something else that I've been noticing in my clients... The Great Numbing. I discovered the term "Presenteeism" last month - where employees are checking in, but checked out - and realized it's part of something much bigger as a result of current events, extreme stress, and compounded trauma. Find out how you can notice the signs and what you can do about it on today's episode.
Immacula Cann is a Board Certified Psychiatric and Mental Health Registered Nurse, with a Doctorate of Nursing Practice degree from Northeastern University. Immacula has over 27 years of professional nursing experience in leadership roles working with non-profit organizations, state-licensed social service agencies, sub-acute health care medical facilities, regulatory and accreditation agencies. Immacula has been continuously recognized as an outstanding employee with the State's Department of Mental Health and Addiction Services (DMHAS) where she's been responsible for the Southwestern region's training and staff development initiatives. Immacula Cann has been a Stratford resident for the past 28 years. She is the mother of four children and has five grandchildren, three who are also current residents of Stratford. Immacula has a high degree of involvement in the Greater Stratford community, and she currently serves on a number of boards and commissions. Immacula is a lifelong advocate for social justice, families and children, with local and international experience developing/implementing education-focused policies and programs. Immacula is currently a candidate to be the next Mayor of Stratford, CT.1. Click the link to learn more about the REGISTER for the Stress Solution Series 2. Download your FREE Mindfulness E-Book at stressblueprint.com/353. Follow the Nurse Wellness Podcast on Facebook and Instagram4. Join the Nurse Wellness Hub on Facebook 5. Email Nurse Wellness Podcast at hello@stressblueprint.com6. Background music produced by DNMbeats7. Stress Solution Series Commercial Voiceover by Alysia Rieves, CEO of Lave Homemade
In March 2020, Millions of us left the office to begin a new way of working and work has never been the same since. The debate about hybrid working continues to exercise the minds of many senior execs but is hybrid working just a mere consequence of something much greater than about where we work but instead how we work, why we work and the culture and purpose of who we work for?My guest this week argues in her new book The Nowhere Office that we have a unique opportunity to reset the world of work and how we work in the future. Julia Hobsbawm writes extensively about work culture, work-life balance, and the age of overload. Julia is Chair of The Demos Workshift Commission and Founder and Chair of Editorial Intelligence. In 2021 she was listed in the HR Most Influential List. Her book The Simplicity Principle won Best Business Book of 2020 whilst Fully Connected was shortlisted for Management Book of the Year. In The Nowhere Office, Julia Hobsbawm draws upon history, cutting-edge research and data and extensive interviews with some of the world's leading workplace thinkers and philosophers looking at the social, cultural and political context of the changes in the workplace. For the HR profession, the challenge is immense and if as Julia describes HR as the 'undernourished bullied child of the c-suite', what future does the profession have if it fails to respond to the world of The Nowhere Office.In this fascinating episode you'll discover:What does working in an office mean today? The office used to be about the 'place' but now it's about so much more such as how we work and why we work;Julie describes the pandemic as the 'tipping point'. Workers frustration with the world of work was already there and the pandemic became the agent of change;Some commentators have argued that hybrid working is great for the worker but the benefits are less clear for the organisations. Julia disputes this view that if hybrid working is good for employees then surely that's good for the organisation;Her view on 'Peloton' Politics' and 'Flex Shaming'- and the media stories surrounding some senior government workers who've found more time for the exercises regime;How time has been called on offices being 'palaces of presenteeism';How existing management and leadership systems are not fit for purpose as evidenced by low productivity, absenteeism and toxic work culture;To be at the vanguard of future organisational life, HR needs to shed some layers and 'kill some darlings';At their worst, HR have been the enablers of 'terrible leadership' but redemption for JR is possible by championing 'social health'How the office of the future is likely to resemble a private members' club or an airline loungeResources:https://ovenreadyhr.comhttps://www.juliahobsbawm.com/https://www.hachette.co.uk/titles/julia-hobsbawm/the-nowhere-office/9781529396522/https://www.linkedin.com/in/podcasthost/Twitter: @OvenHrhttps://www.personneltoday.comTell me me what YOU thinkTell me what you think of this interview. Email me at chris@ovenreadyhr.comRate, Review & ShareIf you enjoyed this show, please share with your friends and please remember to rate and review!To listen to the full episode and view all the other Oven-Ready HR podcast episodes or find out more about Oven-Ready HR and Chris Taylor your show host visit https://ovenreadyhr.com
Presenteeism, Headaches and Your Bottom Line with Dr. Stasha Gominak | In this episode of The Counterfeit Sleep® Podcast, we talk about something all too common: the headache. It's a topic we need to talk about because the negative impact of headache is huge. Now, I don't mean the “Honey, I have a headache” kind of situation, although I'm sure that has huge impact on anyone hearing it. What I mean is headache and the negative impact it has on your bottom line. Recent research out of Portugal concludes: “Headache has a significant economic burden, as measured by work loss costs, in Portugal.” Now let's pick apart that phrase “work loss costs.” Work loss costs can be the result of a variety of factors. One example is an absent employee. When an employee is not at work, his individual productivity is obviously cut by 100%. But what about the more sinister relative of absenteeism…what we call presenteeism? As defined by Harvard Business Review, presenteeism is when your employee is on the job…but not fully functioning. Presenteeism can cut individual productivity by one-third or more. And no matter how present you may be at this particular moment, it's easy to appreciate how a loss of 1/3 of productivity has a significant impact on your bottom line. So what can you do to mitigate the negative impact has on your bottom line? That's what we get into today with our guest, Dr. Stasha Gominak. If her name sounds familiar, you may have heard our scintillating conversation in episode 24 about Vitamin D. If you haven't listened to that episode yet, download it now. We get into critically important information for keeping healthy in times like we finds ourselves now. If Stasha Gominak's name is not familiar, here's the important stuff: Dr. Gominak is a retired neurologist who made a fascinating discovery while treating thousands of patients with neurological illness. She discovered one treatment that helped patients dramatically: improved sleep. And you can bet that headache—and even migraine—was a chief complaint of many of her patients. Lucky for those patients, Dr. Gominak's insights and innovations allowed them to resolve their pain—and regain pleasure and productivity in their lives at home and at work. Listen and learn: Why headache plays a unique role in presenteeism How to tell if your trusty sleep tracker is NOT trustworthy How to mitigate the negative impact headache has on your bottom line Connect with Dr. Gominak here: https://drgominak.com ~~~~~~~~~~~~~~~ When you're ready to harness the benefits of High Performance Sleep™, clink the link below. You take this simple step, and we'll take care of the rest! For you: Find out your risk of Counterfeit Sleep®. Take the screening here: www.counterfeitsleep.com For your workplace: Bring the benefits of High Performance Sleep™ to your workplace! Learn more about high performance sleep™ and our sleep performance assessment in your workplace. Visit www.hipersleep.com ~~~~~~~~~~~~~~~
Presenteeism, Headaches and Your Bottom Line with Dr. Stasha Gominak | In this episode of The Counterfeit Sleep® Podcast, we talk about something all too common: the headache. It's a topic we need to talk about because the negative impact of headache is huge. Now, I don't mean the “Honey, I have a headache” kind of situation, although I'm sure that has huge impact on anyone hearing it. What I mean is headache and the negative impact it has on your bottom line. Recent research out of Portugal concludes: “Headache has a significant economic burden, as measured by work loss costs, in Portugal.” Now let's pick apart that phrase “work loss costs.” Work loss costs can be the result of a variety of factors. One example is an absent employee. When an employee is not at work, his individual productivity is obviously cut by 100%. But what about the more sinister relative of absenteeism…what we call presenteeism? As defined by Harvard Business Review, presenteeism is when your employee is on the job…but not fully functioning. Presenteeism can cut individual productivity by one-third or more. And no matter how present you may be at this particular moment, it's easy to appreciate how a loss of 1/3 of productivity has a significant impact on your bottom line. So what can you do to mitigate the negative impact has on your bottom line? That's what we get into today with our guest, Dr. Stasha Gominak. If her name sounds familiar, you may have heard our scintillating conversation in episode 24 about Vitamin D. If you haven't listened to that episode yet, download it now. We get into critically important information for keeping healthy in times like we finds ourselves now. If Stasha Gominak's name is not familiar, here's the important stuff: Dr. Gominak is a retired neurologist who made a fascinating discovery while treating thousands of patients with neurological illness. She discovered one treatment that helped patients dramatically: improved sleep. And you can bet that headache—and even migraine—was a chief complaint of many of her patients. Lucky for those patients, Dr. Gominak's insights and innovations allowed them to resolve their pain—and regain pleasure and productivity in their lives at home and at work. Listen and learn: Why headache plays a unique role in presenteeism How to tell if your trusty sleep tracker is NOT trustworthy How to mitigate the negative impact headache has on your bottom line Connect with Dr. Gominak here: https://drgominak.com ~~~~~~~~~~~~~~~ When you're ready to harness the benefits of High Performance Sleep™, clink the link below. You take this simple step, and we'll take care of the rest! For you: Find out your risk of Counterfeit Sleep®. Take the screening here: www.counterfeitsleep.com For your workplace: Bring the benefits of High Performance Sleep™ to your workplace! Learn more about high performance sleep™ and our sleep performance assessment in your workplace. Visit www.hipersleep.com ~~~~~~~~~~~~~~~ Learn more about your ad choices. Visit megaphone.fm/adchoices
What is the burden of the type 2 diabetes (T2D) epidemic? Join experts in T2D: Dr. John Anderson (primary care provider), Dr. Susan Cornell (clinical pharmacist and certified diabetes care and education specialist) and Dr. Doron Schneider (primary care provider) as they discuss the enormous physical, emotional, psychological and economic burden of T2D and its comorbidities on the US healthcare system and on their patients and what they, as clinicians need to do to ease this burden.This podcast is sponsored by Novo Nordisk and is intended for clinicians.Faculty Presenters:John E. Anderson, MDInternal Medicine and DiabetesThe Frist ClinicNashville, TennesseeSusan Cornell, BS, PharmD, CDCES, FAPhA, FADCESAssociate Director of Experiential EducationProfessor of Pharmacy PracticeMidwestern University Chicago College of PharmacyDowners Grove, IllinoisDoron Schneider, MD, MBA, FACPVice President, Population Health ServicesTandigm HealthWest Conshohocken, Pennsylvania
If you'd like to tackle your stress levels and build up your resilience, or you want to find ways to help the people in your organisation with both these things - this episode of the HR Coffee Time podcast is here to help.Host, Fay Wallis interviews Resilience Workplace Trainer and Coach, Adele Stickland for key tips and insights about stress, resilience and wellbeing.Key Points From This Episode[01:34] Introduction to Adele[03:53] Adele's definition of resilience[06:21] The relationship between resilience and stress[09:43] The link between resilience and emotional intelligence[10:14] Adele's personal experience of burnout[12:06] Routines create a sense of psychological safety[14:56] The benefits of creating a 'pretend' commute[15:30] Presenteeism and burnout[16:29] Finding the skills to separate ourselves from chronic stress[16:55] We already know what we should be doing to look after ourselves[17:45] Dissonance explained[18:49] Research about deferred gratitude (the marshmallow experiment)[19:52] Why coaching is more powerful than giving advice[21:29] Tips for HR professionals to help build personal resilience[27:35] Adele's book recommendation, "The How of Happiness: A Practical Guide to Getting The Life You Want" by Sonja LyubomirskyUseful Links From This EpisodeReview the HR Coffee Time podcast on Apple PodcastsConnect with Fay on LinkedInThe Bright Sky Career Coaching websiteConnect with Adele on LinkedInAdele's websiteRate and Review the PodcastIf you found this episode of HR Coffee Time helpful, please do rate and review it on Apple Podcasts.If you're kind enough to leave a review, please do let Fay know so she can say thank you. You can always reach her at: fay@brightskycareercoaching.co.uk.Enjoyed This Episode? Don't Miss the Next One!Be notified each time a new episode of HR Coffee Time is released and get access to other free career tips, tools and resources by signing up to receive the free weekly HR Coffee Time email.Mentioned in this episode:Get Your 2024 HR PlannerSet yourself up for the best year of your HR career with the 2024 HR Planner. Order your copy today. 2024 hardback HR Planner
Mindfulness is all about living in the moment. But the pandemic is an interesting time to be “in the now.” We can’t plan holidays. We can’t even plan a few weeks ahead of us. Being in the NOW feels nasty right now, so how can we make sure it doesn’t turn toxic? Links ‘Esther Perel Is Fighting the "Tyranny of Positivity"'| GQ - https://bit.ly/estherperel-gq. The Space Instagram @thespace_podcast and https://bit.ly/thespace_instagram. Review The Space on Apple Podcasts and https://bit.ly/review-the-space. Credits Host: Casey Donovan @caseydonovan88 Content: Amy Molloy @amy_molloy.Executive Producer: Elise CooperEditor: Adrian WaltonSee omnystudio.com/listener for privacy information.
In the first bonus episode of Season 3, I'm talking about presenteeism—and its opposite—as they relate to our personal health and the health of our organizations. Learn what the first step of the EAT™ process involves! resources Find this content on my blog Forbes, "How much are your disengaged employees costing you?" LinkedIn Learning Blog, "How to calculate the cost of employee disengagment" Sign up for a free Zoom workshop on the EAT™ process: choose from Monday, September 13 at 12pm ET, or Monday, September 20 at 12pm ET, or Tuesday, September 21 at 3pm ET --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/liza-baker/message Support this podcast: https://anchor.fm/liza-baker/support
As we emerge from the pandemic, the expectation to return to the workplace only grows stronger each day. But is the conventional, office-centric approach to working still viable in our current climate? Are we ready to move into a new era of working or are we still clinging on to our old, and perhaps ineffective, ways? In this episode, Joanna ventures into the prospect of redesigning the way we get work done post-pandemic. Tune in to find out why we need to do so, and how you can start advocating for your needs in the workplace instead of conforming to the Presenteeism culture that we've been adhering to for decades. KEY POINTS: What is Presenteeism? Why we need to redesign the way we work. How to advocate for your needs as an Introvert in the workplace. PRODUCTS / RESOURCES: Introversion and extraversion explained: https://www.thehrdirector.com/features/diversity-and-equality/introversion-extraversion-explained/ Does your workplace have an extraversion bias? https://dileaders.com/blog/does-your-workplace-have-an-extraversion-bias/ The big office reopen is a neurodiversity dilemma: https://www.hrmagazine.co.uk/content/comment/the-big-office-reopen-is-a-neurodiversity-dilemma What Type of Introvert are you? Find out by taking this quiz: yourintroverttype.co.uk/ Visit Joanna's website here: flourishingintroverts.com/ Join the Flourishing Introverts Facebook community of like-minded introverts here: web.facebook.com/groups/Introvertscorner/?_rdc=1&_rdr Flourishing Introverts is edited by Instapodcasts (visit at instapodcasts.com)
As workplaces begin to re-open, many people are feeling the stress and anxiety of going back into the workplace after working remotely for the last year+ due to Covid. Re-entry anxiety may be real for you. Many people have mixed feelings about going back to the office. Join me as we discover:Your re-entry non-negotiablesHow to rethink everythingThoughts on how to rebuild your social skillsTips for managing anxiety on-the-goHow to separate fact from griefFollow @JillGriffinOfficial on Instagram for daily inspirationVisit JillGriffinCoaching.com for access to free content and more strategies to refresh and reset your career.
Summary: How does yoga fit in to the landscape of healthcare and what does the business of yoga look like since COVID 19? Matthew Taylor joins us to discuss these issues and more in this week's episode of The Yoga Pro Podcast: The Business of Yoga Therapy in Healthcare with Matthew Taylor Matthew J. Taylor, PT, PhD, C-IAYT has been leading integrative rehabilitation since 1994. He is past-president of the board of directors of the International Association of Yoga Therapists (IAYT) and teaches nationally on business development for yoga therapists. He is on the IAYT editorial board and is presently on the AY board of directors and is engaged in a joint venture with a major health insurance company to integrate yoga therapy into healthcare. He wrote “Yoga Therapy as a Creative Response to Pain.” and is the editor of the graduate textbook, "Fostering Creativity in Rehabilitation.” Topics: [2:12] Matthew's journey from PT to YT [4:24] Initiatives at the International Association of Yoga Therapists [5:52] Bringing yoga therapy into healthcare [6:59] His thoughts on sharing yoga [8:37] Yoga as dharma and relationships [10:11] What COVID means for yoga demand [12:13] Shifting your language and persona to meet the audience “It's a very self-interested audience that wants to know ‘what can you do for me?' Not what do you do or what have you done or what your skillset is.” [14:54] Compassion and bridging the gaps [18:23] IAYT resources and building partnerships with other healthcare professionals [22:54] What the new yoga business looks like to Matthew [25:00] Presenteeism and changing corporate culture [27:00] Accessible yoga for the underserved and underrepresented [28:44] Matthew's thoughts on insurance payments, Medicare, and reimbursements for yoga [33:05] The importance of measuring success and client results [35:46] What creativity in yoga means to Matthew [38:34] The relationship between creativity and pain [40:03] Our role as yoga therapists “What we really want to do as yoga therapists and yoga teachers, professionals is create an environment where the person can feel safe. Where they can slow down and become more broadly aware of all the relationships in their life. And then out of that, be able to make more informed choices.” [44:55] Spirituality and the importance of meaning and purpose [46:34] Yoga isn't what you think it is [48:40] How you can work with Matthew [49:45] Some final thoughts Connect with Matthew: www.matthewjtaylor.com www.smartsafeyoga.com www.facebook.com/drofchange Link to buy Matthew's book. https://intl.singingdragon.com/usa/yoga-therapy-as-a-creative-response-to-pain-1.html Link to Marlysa Sullivan's Understanding Yoga Therapy: Applied Philosophy and Science for Well-Being https://amzn.to/2Bxv8U2 (affiliate link) Connect with Pamela: Clubhouse: @pamelacrane www.facebook.com/interoceptiveperformance www.instagram.com/interoceptiveperformance www.youtube.com/interoceptiveperformance www.interoceptiveperformance.com info@interoceptiveperformance.com
< 22:26 > TALKING POINTS Google's Project Oxygen was an evidence-based approach focusing on changing manager behaviour by identifying the 8 good behaviours of a manager. More recently another 2 behaviours have been identified by Google, to make 10 good behaviours. ‘The Big Reset Playbook: What's Working Now' published August 2020, by Josh Bersin Academy describes the React – Respond – Return – Transform cycle. Build back better. Make it a better world, better for your employees, more productive, more customer-focused. It's a pathway to transformation. Presenteeism leads to people just doing the minimum. People in organisations won't want to be told when COVID is over to just come back to work. People want flexibility and have their needs listened to and met. The rise of trust and support; working from home has forced managers to trust and be supportive of their employees. The launch of Sanofi University in March was accompanied by a company-wide challenge to achieve one million hours of learning by June. Amid COVID, some organizations are tightening the purse strings and won't do any learning until they know for certain what's happening. They see learning as a cost. Are they the ones not to thrive when recovery happens? We need to learn new things. We need to try new approaches. We need to innovate. We need to reframe, and how you can do those things without learning? When a manager says, ‘Don't think, just do', that's a recipe for disaster. It's going to require an innovative, adaptive approach moving forward into the future. Organisations are reassembling themselves as they're going along. Some organisations have turned on a pinhead. There is a difference between individuals in organisations learning and organisational learning. Works Cited Paine, Nigel, 'Workplace Learning', Kogan Page, www.KoganPage.com, January 2020. Use code - FRIENDSOFNIGEL - for discount. 'Google's Project Oxygen: Do Managers Matter?' by David A. Garvin, Alison Berkley Wagonfeld, Liz Kind, Harvard Business Review, Harvard Business Review, April 2013. ‘The Big Reset Playbook: What's Working Now', Josh Bersin Academy, August 2020 https://joshbersin.com/2020/08/the-big-reset-playbook-whats-working-now/ ABOUT NIGEL PAINE: As former Head of BBC Television's Learning and Development operation, Nigel Paine's team developed a comprehensive leadership development program for over 6,000 staff, an award-winning intranet, and state of the art informal learning and knowledge sharing networks. With a Professorship from Napier University in Edinburgh, Nigel Paine is a Fellow of the Chartered Institute of Personnel and Development (CIPD), Learning and Performance Institute (LPI), the Royal Society of Arts (RSA) and a Masie Learning Fellow in the USA. Speaking regularly at conferences around the world, Nigel teaches on a doctoral program at the University of Pennsylvania and for Chicago Booth Business School. He presents a monthly TV program (Learning Now TV) and shares a weekly podcast (with Martin Couzins), 'From Scratch'. BOOK DISCOUNT COUPON CODE His most recent book, 'Workplace Learning', published January 2020, focuses on Learning Organisations and Learning Culture. Available from Kogan Page - www.koganpage.com - use code FRIENDSOFNIGEL for 20% discount and free postage and packing in the UK and USA. About Nina Sunday CSP In the Manage Self, Lead Others podcast, Nina Sunday speaks with key experts from across the globe who share their insights in self-leadership and leading others, highlighting emerging trends since COVID. A Certified Virtual Presenter, Nina Sunday present virtually internationally on workplace culture, productivity and communication. Her book, ‘Workplace Wisdom for 9 to thrive; proven tactics and hacks to get ahead in today's workplace' is a selection of the C-Suite Book Club. For more information visit https://ninasunday.com or follow Nina Sunday on LinkedIn, Twitter or Instagram Learn more about your ad choices. Visit megaphone.fm/adchoices
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