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13 Dec 2017
by Mike Blake

How to support worker wellbeing during the Christmas period

Christmas is often the busiest time of year for companies but this sharp increase in activity can leave employees – and employers – vulnerable to a range of issues.

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During the holiday period, businesses often implement a shift-pattern schedule or operate on skeleton staff so that the entire workforce can benefit from a festive break.

This inevitably leads to stretched resources.

But additional strain is put on businesses – and the existing workforce – when issues associated with the Christmas period, such as worker fatigue, stress, and excessive alcohol consumption, arise.

We look at these prevalent issues and examine how businesses can help mitigate their effects. 

Fatigue and stress

Tiredness may not seem like the most pressing of workplace issues but the impact of lack of sleep on mental health and productivity should not be ignored, by either employee or employer. 

Research by Willis Towers Watson has revealed that almost two-thirds (66%) of UK workers claim tiredness negatively impacts on their productivity at work.

And there is a clear correlation between fatigue and workplace stress.

More than a third (36%) of those surveyed said they were struggling to get a good night’s sleep because of their job; 55% putting it down to difficulty in winding down after a stressful day at the office, 45% citing job worries, 41% saying early starts tire them out and 35% can’t nod off because of late-night working.    

This lack of awareness or action could trap workers in a cycle of fatigue and act as a catalyst for long-term sickness absence and resignation. 

The pressures of Christmas, combined with a change in working patterns and late nights during party season, can put additional stress on workers and increase the likelihood of them suffering from fatigue.  

Companies should look to re-establish boundaries, being clear with workers about what is expected of them and emphasising the importance of sufficient sleep and general wellbeing.

This open dialogue will help workers feel more comfortable approaching managers about fatigue and access the necessary support.

Managers need to be conscious that they are role models in the workplace and they can set an example with the work hours they keep. Although the virtual workplace means they can connect with their employees 24/7, it doesn’t mean that they should.

Emailing or setting tasks outside work hours, without respite, can fuel employee burnout so manage your own expectations and this will filter down to employees. 

Sickness absence

The aforementioned issues can drive up rates of sickness absence.

Alcohol consumption can have a similar effect – and Christmas is the holiday most associated with overindulgence.

Although excessive alcohol consumption is viewed largely as a social problem, there are implications for business that should not be ignored. Clearly, health complications related to alcohol consumption – from organ damage to a weakening of the body’s immune system – can affect sickness absence but the issues of lost productivity and risks to safety are often overlooked.

Willis Towers Watson research found 37% of UK workers admitted going to work with a hangover that affected their productivity over a 12-month period. This problem was particularly acute among younger workers, as 50% of 18 to 34-year-olds admitted to suffering a hangover that had affected productivity and 17% said this had happened at least 30 times over one year.

In addition to the productivity hit caused by hangovers, alcohol-related sick days were estimated to cost employers around £1.7bn.

This is before even considering the impact alcohol consumption and hangovers might have on a worker’s ability to do their job safely. If judgment and skills are impaired, this puts staff at greater risk, particularly in jobs that require the operation of vehicles or heavy machinery.

Alcohol consumption and drinking habits can be a sensitive issue. Many staff might see employer intervention in this area as an unnecessary incursion into their private lives, so good communication and a careful approach are important.

The Health and Safety Executive (HSE) recommends putting a defined alcohol policy in place and this certainly represents a good starting point. But, further than this, it is important to establish the right culture within an organisation.

Advice and guidance on attitudes towards alcohol and sensible drinking can be included in a company’s health and wellbeing strategy, while regular workshops and communications can help to achieve a shift in culture.

Presenteeism

The issue of presenteeism – returning to work whilst still ill – should also be high on businesses’ agenda during the festive period. 

Flus and colds are just some of the illnesses rife during the colder months and workers may return to work before they are properly recovered – putting their own health and that of fellow colleagues at risk.    

Willis Towers Watson’s Health and Benefits Barometer found that 54% claim they are put under pressure to return to work before they are fully recovered from illness or injury.

A fear of a negative impact on job prospects is the number one reason workers feel under pressure to return to work before they are ready.

Employees should be encouraged to take time off when necessary, without them fearing that it might negatively impact their job security.

It is important that employees have a clear understanding of the treatment options available to them and feel able to seek help from management. Ongoing education around sickness issues, through briefings, seminars and email bulletins for example, can also help to open a dialogue and further understanding.

Ultimately, by creating a culture of openness and two-way communication, it is possible to provide employees with the reassurance they need to discuss conditions without fear of judgement. In turn, this will offer greater potential for early interventions and successful returns to work following periods of absence.

Mike Blake, director and wellbeing lead at Willis Towers Watson. 

This article was provided by Willis Towers Watson. 

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