As employers, we all know the toll that health challenges—physical or mental—can take on your employees at work. But what if there was a way to spot the signs before they actually take time off? Early intervention can help prevent absenteeism, reduce stress on teams, and create a healthier, more engaged workplace. Let’s dive into some common warning signs that an employee might be at risk of going off, and what you can do about it.
Common Warning Signs to Watch For at Work:
- Decreased Productivity: When employees start missing deadlines, neglecting their tasks, or failing to meet work expectations, it could be an early sign that something is off. The Mental Health Commission of Canada notes that work-related stress is a leading cause of productivity loss in Canadian workplaces. If you notice a dip in performance, it’s time for a conversation.
- Increased Absenteeism: A spike in unplanned absences, particularly when employees call in sick frequently, is often a red flag. Employees experiencing burnout or mental health struggles tend to pull away from work, and absenteeism is a major symptom. According to a report from Gallup, disengaged employees are more likely to take sick days, contributing to a higher absenteeism rate in companies.
- Declining Workplace Engagement and Motivation: If you notice an employee becoming withdrawn, less involved in team discussions, or disinterested in their work, these could be signs of burnout or stress. The Canadian Journal of Psychiatry found that burnout is directly related to low engagement and absenteeism, which makes it crucial to address these issues before they snowball.
- Physical Symptoms: Employees suffering from stress or anxiety often manifest physical symptoms, including headaches, frequent illness, or trouble sleeping. If employees begin showing signs of fatigue or complaining of physical discomfort without a clear cause, this could be the body’s way of telling them that they’re overwhelmed.
- Changes in Behavior or Attitude: A marked shift in mood, such as increased irritability, cynicism, or emotional withdrawal, can be indicators that something deeper is affecting the employee. Stress can manifest in irritability or lack of enthusiasm for their projects or colleagues, which may signal an upcoming burnout.
- Reduced Interactions with Team Members: When employees begin avoiding social interactions or become noticeably quieter in meetings, it can be a sign they are struggling. Social withdrawal can often indicate emotional exhaustion or an attempt to cope with stress by detaching from the environment.
- Trouble Focusing: If employees are frequently distracted, miss important details, or struggle with concentration, it could be due to mental overload. The World Health Organization states that stress-related mental health issues are among the most common workplace health challenges, and they directly impact an employee’s ability to stay focused and productive.
How to Support Employees Before They Go Off Work
As a leader, it’s important to implement strategies that proactively address these warning signs:
- Implement Wellness Programs: Wellness programs that focus on mental health can help prevent burnout. In fact, research from the World Health Organization shows that for every $1 spent on wellness programs, businesses can see up to a $6 return on investment due to improved employee health, morale, and productivity.
- Encourage Open Communication: Foster an environment where employees feel safe and comfortable sharing their challenges. Regular check-ins and open conversations can help employees feel supported and reduce the likelihood of burnout.
- Provide Flexibility: Flexible work arrangements, including remote options or flexible hours, may ease the strain on employees and prevent them from reaching the point of exhaustion. Is this something that the business might consider?
- Offer Stress Management Resources: Providing resources for stress management, such as workshops, counseling, and mental health support, can go a long way in helping employees cope with work pressures.
- Monitor Absenteeism and Adjust Policies: If absenteeism is on the rise, it may be time to re-assess your policies and provide additional support. For example, ensuring that sick leave and return-to-work plans are easily accessible can prevent an employee’s situation from worsening.
The Bottom Line
By recognizing the early signs of stress and burnout, you’re not only protecting your employees but also your business. The Mental Health Commission of Canada found that mental health challenges in the workplace cost the Canadian economy over $50 billion annually, including losses from absenteeism, presenteeism, and disability claims. Supporting your employees before they go off work with the right wellness strategies can reduce these costs significantly while boosting employee morale and retention.
By creating a supportive and proactive work environment, you can help employees stay healthy, engaged, and productive—ultimately leading to better outcomes for your business.
Final Thoughts
The sooner you identify the signs of someone potentially heading off work, the more you can do to prevent it. Proactively supporting your team and creating a culture of openness can go a long way in helping employees feel comfortable addressing their challenges before they escalate. By recognizing these warning signs and offering the right kind of support, you not only keep your team healthy but also ensure that your business remains productive and engaged.
Want to learn more about supporting employees before they need time off? Get in touch with us at Work Health Strategies—we’re here to help you create a healthier, more resilient workforce.