Research released by the recruitment specialist Robert Half reveals that a majority of companies in Singapore (57 percent) are hurt by staff who are physically on site but mentally drifting and disengaged i.e. absent.
Sixty-eight percent of large and medium sized companies report noticing this, though at small organizations the figure drops to 32 percent.
At bigger companies only 33 percent of CFO’s (Chief Financial Officers) state that their corporations are without employees who have such ‘inner resignation.’ In contrast, 68 percent of finance directors at SME’s (Small and Medium Enterprises) note they are free from mental absentees among their staff.
Business Strategies to Foster Alert and Engaged Employees
Almost all finance heads (97 percent) employ multiple strategies to prevent mental disengagement among employees.
67 percent of businesses utilize employee appreciation, tangible rewards, and praise and recognition to keep interest and alertness at work high.
Forty-nine percent of companies foster open dialogue between managers and workers, with 35 percent encouraging honest feedback about making decisions to stay or leave the company.
Strategies to Prevent Employee Mental Drift and Disengagement
| Employee appreciation, rewards, and recognition | 67% |
| Open communication and feedback | 49% |
| Fit the employees to the right jobs | 47% |
| Offer personal growth, development, and training | 35% |
| Avoid undue company pressure on employees | 25% |
| Promote top performers | 21% |
| Use internal surveys of employee life | 14% |
Comments by David Jones, Senior Managing Director Robert Half Asia Pacific
David noted that the phenomenon of mental absenteeism often goes unnoticed, especially where workers are out from under immediate supervision.
“Employers need to be more vigilant in looking for signs that an employee is mentally disengaged, such as a lack of motivation for bonuses or advancement or a drop in productivity,” says Jones. An answer is to let staff know they can freely state concerns without fear.
The employer should address employee concerns early to prevent mentally checking out from work at hand. Employees themselves need to identify their own lack of job satisfaction and discuss this openly during performance reviews. “If the issue cannot be resolved then they are better off seeking a new job” than staying on unhappy.
Robert Half’s tips for employers and employees to solve mental absenteeism:
For employers:
- Let employees confidently express their views and opinions.
- Give constructive feedback.
- Be interested in your employees; address complaints with all seriousness.
- Build unity around common corporate goals.
- Build a positive office work culture.
- Pay sufficient salaries.
For employees:
- Do set personal work and achievement goals.
- Challenge yourself to perform higher and better.
- Do say what needs to be said.
- Share with your supervisor how best to motivate you.