The price of ill-health in the workplace

According to CIPD research the median cost of absence per employee in 2015 was 554 UK pounds. This was lower in the private sector at 400 UK pounds then in the public sector at 789 UK pounds and the non-profit sector at 639 UK pounds sectors.

The most common causes of long term absence include:

1. Stroke
2. Heart Attack
3. Cancer
4. Stress
5. Mental ill-health
6. Musculoskeletal

ACAS have been quoted as says that sickness absence is costing the UK economy 8.4 billion UK pounds each year. It costs an estimated 2.5 UK pounds billion annually to replace staff who are forced to give up work because of mental health issues.

If you need help in training your managers in managing attendance then click here for more information.

Or call us on 01423 861122 or email us at info@ripleytraining.co.uk

As a Supervisor/Manager are you afraid to give feedback?

Are you afraid of giving feedback to under performing team members because you are concerned with how they will react? You are not alone! Many managers who attend our Leadership and Management Skills Courses have booked places to help them address these fears and become more confident in handling specific individuals in their teams.

Best practice in giving feedback includes:

1. Prepare for the conversation ensuring you are clear about what needs to change
2. Getting into the habit of making it a continuous learning process by providing regular feedback
3. Be timely about negative feedback normally within a couple of days
4. Provide them with the opportunity to respond to your observations/situation – they might have a good reason for their actions/behaviour. Remember you might not have all the facts! Influencing you flow both ways on getting a clearer view so be open minded to the facts before making hasty decisions on who is right and wrong.
5. Be specific about what has been done or not done avoiding the ‘You’ language. ‘I’ frame the feedback so they can only come back at you rather the ‘We’ approach.
6. Ask open questions to collect information to enable you to make an inform decisions on ‘what next?’
7. Be clear how their behaviour/actions have affected others – includes internal (colleagues) and external customers
8. Agree what the future looks like and keep the actions SMART (Specific, Measurable, Achievable, Realistic and Time-bound)
9. Using a coaching feedback style with open questions to get them to identify the solution(s)
10. Reinforce improvements and/or provide more coaching to maintain momentum
11. Be reflective on how the feedback went and how you can be even more effective next time

If you need help in developing and advancing your feedback skills then join us on one of our Leadership and Management Courses – click here for more details

or call us on 01423 861122 or email us at info@ripleytraining.co.uk

Employees suffering in silence with mental health issues

Two-thirds (62%) of the 20,000 people surveyed by Business in the Community (BITC) said they had experienced mental ill-health caused by work. Nearly a quarter (24%) of UK workers have experienced symptoms of work-related mental ill-health in the past month.

There is more pressure to deliver more with less resources, testing the most effective team members and leaders. Skilled team leaders will be able to recognise the signs early, take the appropriate actions and provide the right support, with the ultimate aim of reducing the risk, and to authentically show how they and the business care for team members.

If you would like to know more about our supervisors course then please click here for more details.

Or call us on 01423 861122 or email us at info@ripleytraining.co.uk