Line managers are increasingly being expected to deal with staff absence.
Line managers are increasingly being expected to deal with staff absence, but many are not being given the appropriate training to do so effectively, a new survey has found.
Data published by the Chartered Institute of Personnel and Development (CIPD) revealed that less than half of those surveyed (44%) were provided with training in how to handle short-term absences, with just 38% of managers given the support to deal with long-term sickness effectively.
Research adviser at the CIPD Dr Jill Miller explained that for many people, their line manager is the first person they talk to if they have any health or wellbeing issues that will affect their work.
As a result, she claimed that line managers “need to have both the competence and confidence to consider the wellbeing of the individuals they manage, and help shape the work environment to suit their needs”.
The CIPD survey also found that almost half (46%) of the organisations questioned had increased their focus on employee wellbeing in the past year, with 63% of them claiming this is because they want their company to be a great place to work.
However, a new survey released by the Mental Health Foundation in conjunction with Unum, revealed that more needs to be done when it comes to addressing mental health issues in the workplace and helping people cope with them.
The research showed that many employers do not have processes to deal with mental health at work, particularly when it came to managing absence or making adjustments to enable people to continue to do their jobs while coping with a mental health condition.
If you are concerned about the reasons people may be leaving your firm, now is the time to conduct exit surveys to find out why.