Most ridiculous excuses for missing work!

Survey Details Workers' Most Ridiculous Excuses for Missing Work

Human Relations : Part # 16 - Do you hear well?

Do you hear well?

According to my Canadian Students' Dictionary, to hear means to listen to attentively.

A failure to listen may cost your organization to lose monies. 

Two examples of how are : 

• A draftsman who doesn't hear the architect tell him to make an important change in the blueprints may cause the loss of thousands of dollars, because the specifications are incorrect.
• A salesperson who fails to hear the message from the client about keeping an important delivery date, and as the result misses the date, may lose not only the sale, but maybe one of your organization's most valuable clients too.

Employees should test whether or not they are good listeners at their workplace, by asking themselves these questions such as : 

• Does my boss, or supervisor have to "fight" to get my attention?
• Do I find myself thinking overtly about something else in the moment my boss, or supervisor begins verbally instructing me?
• Do I feel that my boss, or supervisor insults me by constantly repeating the message / instructions ?
• Do I always find that I must go back to ask my boss, or supervisor to repeat their messages / instructions?
• Do I always feel confused about the messages / instructions given to me from my boss, or supervisor to do the job?

If an employee can definitely answer "no" to all of these questions, she / he is a good listener!

If not, she / he should strive harder to improve their listening skills.

Study examines mental health in the workplace.

Training and return - to - work strategies needed.

     Organizations across Canada need to establish graduated return - to - work strategies, and other accommodations to aid employees who return to work after being treated for depression. 

This recommendation is part of a series of conclusions in a new Conference Board report, 

Depression in the Workplace : Insights from employees and supervisors, published recently.

     The new survey of employees, and supervisors found that after a work absence due to depression, two - thirds of employees who return have difficulties concentrating, remembering things, making decisions, and performing tasks - even after being medically cleared to return to work.

    According to the report, the specific strategies, and accommodations required will depend on the individual's circumstances, but might include reducing distractions to improve concentration, or providing minutes of meetings to assist with memory, and follow - up tasks.

     "Individuals who experience depression can show a significant decline in their work productivity and problems can arise even years after the period of depression. This has a significant impact for employers in terms of lost productivity," said Louise Chenier, senior research associate. "It's important to stress that once an accommodation measure has been identified and implemented successfully, the employee should be treated like all other employees. The temptation is to lower expectations. This approach can lead to inequities between employees and perceptions of unfairness." 

HIGHLIGHTS

• In Canada, approximately 16 percent of women, and 11 percent of men will experience a major depression in their lifetimes, according to Health Canada.
• Absenteeism is one factor associated with lost productivity, but a more critical factor is presenteeism - where an individual is working but not fully productive.
• Managers need training to recognize the signs and symptoms of mental health issues, and ensure employees receive the support required.

     The results are based on a Conference Board survey of 2,004 individuals (including 727 front - line supervisors), conducted between Feb. 18 and Mar. 5, 2013

     In all, 147 respondents had taken either a short, or long - term leave of absence from work due to depression.

     The overall study results align with other research showing that individuals experiencing depression often continue to suffer from cognitive symptoms even after treatment.

     The findings of this study will be presented on Oct. 30th at the Conference Board's Wellness and Sustainable Health Care Summit in Toronto. Additional research on wellness and workplace health will be will be presented at Disability Management and Benefits 2013 : Driving Productivity with effective Workplace Practices on Oct. 28th, and 29th, also in Toronto.

     Funding for this research was provided by Lundbeck Canada Inc. 

     The report is available at http://www.conferenceboard.ca/e-library/abstract.aspx?did=5730