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01 Feb 2016

Why communication is key in successful early intervention

The success of any business depends on its people. Whether you are managing 1,000’s of employees or just a few, good people management means knowing where your people are and how they are. This requires a combination of effective absence data recording and appropriate professional support.

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At the most basic level, adopting robust systems and processes to accurately record absence data, allows you to not only keep on top of employee holidays and staff absence, but to effectively identify long term sickness in the very early stages.

Some employers may be resistant to managing a person’s health, wellbeing and work capability through data. But data combined with on-hand, appropriate professional support, whether integrated or separate, is the way forward.

Recording data accurately makes it easier to spot an employee who is likely to be off on long term sick. Once identified, you’ll want to get to them quickly in order to reduce the risk of them drifting away from work and impacting your business through replacement salary costs and lost productivity.

Intervening early stems from early notification to a professional who can help guide the employee through their absence -- the role of the case manager. Once notified, it allows them to act quickly and direct the individual towards appropriate professional support, giving the employee the best chance of a swift and successful return to work.

Keeping the person at the centre

While large employers generally have more sophisticated absence recording systems and processes, there is a risk of complacency. If processes are not robust enough, employees can easily get lost in the system if HR departments miss the connection between spotting extended absence and notifying case management.

It’s important to ensure that this process is thorough, combining the right amount of automation with clear communication and effective, swift action from HR in order to mitigate any risk of the person at the centre becoming just a number in the system.

Medical professionals, such as occupational therapists, can sometimes complicate the process. They are trained to apply a diagnostic label and establish a method of treatment. HR departments should not allow an early diagnosis or medical confidentiality issues to result in communication being shut down with the employee.

Communication should be kept open between all parties – a role that the case manager can play. Having a case manager in place and supporting your employee is not an excuse to retreat and run the risk of the employee falling off your radar. Communication regarding your person’s wellbeing should be a continuous and collaborative process throughout their treatment, progress and return to work plan.

A strong absence management process combined with uniform compliance by line managers and engagement from executive leadership, is the baseline for managing absence well. Reinforcing this with data driven software, a firm data pipe to your insurer’s case manager and clear, collaborative communication, are all vital in insuring you keep your people at the centre and in turn, lessen the risk of running up absence costs.

This article was provided by Ellipse.