We have all seen it; the employee who slumps into their swivel chair, bags under their eyes as they gulp down a luke warm latte. Sleep deprivation is a huge problem in the UK with 1 in 5 people at any given time feeling fatigued and run down. A recent study conducted by the Rand Foundation with the University of Cambridge suggests that those who get less than 6 hours of sleep a night are far less productive than those who get 7 or 8 hours of sleep.
This situation of course puts the manager into a difficult position; how do you deal with a tired employee? It is difficult to handle given that sleep isn’t usually the problem but rather what is causing the lack of sleep and is it the managers place to know? Understandably the new father will be tired getting up to feed baby, the employee who is going through a divorce may be having sleepless nights, none the employees fault but still leaves productivity lacking. We have been looking at the top ways companies and managers deal with tired employees and have come up with a handy guide;
Spot the signs
Depending on the management style of an organisation it can be easy to miss that an employee’s fall in productivity is owing to them not getting enough sleep. Being able to spot that an employee is lacking in sleep will change your view of the negative effects of it, failing to do this may just leave you disappointed at the employee which will only add to their problems. Common signs include:
- Mistakes the employee wouldn’t usually make such as spelling.
- Forgetting things they usually remember such as meetings, appointments or details such as email addresses and phone numbers.
- Increased caffeine intake, they constantly have a coffee on their desk or have more coffee breaks than they usually would.
- The employee becomes noticeably clumsy.
- Emotional or angry outbursts.
- Increased sickness and/or sickness absence.
- The employee keeps falling asleep! If you keep seeing the employee dozing off at their desk.
Of course we all have days when we would rather be in bed and the trick is to spot those who have a problem with sleep generally rather than those who just have the odd day of fatigue. Spotting the signs is the first step to understanding why an employee is tired which is what the problem is rather than the sleep deprivation itself.
Wellness and Health Oriented
A healthy employee is a productive one and it is within the employers interests to foster a culture of mindfulness at work. Educating employees on healthy practices, especially in relation to sleep, helps not only to prevent sickness absence but also builds a happier and more productive workforce. Having a health culture doesn’t mean a short seminar or sticking up some posters around the office, it means having a clear and structured way of encouraging healthy practices in the workplace. You can be as creative as you like in finding ways to help your staff be healthy from workplace sports teams to providing fresh fruit. Here are just some ways we have heard about;
Wellness charters – a visible set of wellness principles that employees and employers agree to, this could include a culture of openness in which employees agree to come to their managers when they feel their health is affecting their work or their work is affecting their health. Charters should always include how the employer will resolve, or attempt to address issues.
Active workplaces – as mentioned above a sports team is a great way of getting employees active whilst at the same time building on team work. Activity days are also a great way of getting employees out and pulling them out of their routines and comfort zones. Having a regular activity day on work time doing something that is a bit out of everyone’s box will help employees to discover the fun in being active.
Whatever it is you come with the most important thing to put across to your employees is that you genuinely care about their health and have made a commitment to make your workforce healthy. A healthy culture in the workplace is not something that can be achieved quickly, however the benefits of a workforce mindful of it’s health will ultimately benefit the bottom line.
Tighten up overtime
Whilst for many employers overtime is essential it is also a way for already tired employees to become exhausted. This problem is pertinent amount tired employees with money troubles, to fix the very problem keeping them awake at night take on extra hours which only makes them more tired. It is a good idea to take a look at your over-time policies to be on approval only and cap hours.
If you see a pattern of sleep deprivation then the quickest way to resolve the situation is to ask. It is important that asking is done in a caring and concerned way rather than disappointed and angry. Again the most likely scenario is that the employee’s lack of sleep is owing to something in their personal life or their lifestyle, being angry at either won’t help to solve the problem. Asking the employee about sleep will help you to understand their attitude towards it and at the very least open a dialogue for them to talk about it and realise it is a problem.
In order to help the employee you might suggest referring them to your Occupational Health provider who will provide you as the employer guidance on managing the issue, but you need to get the employee’s consent before you refer.
If you have an Employee Assistance Programme (EAP) in place then you could think about mentioning it to the employee. Most EAP providers operate a confidential helpline and advice service to employees who might be having debt, emotional or any other worries.
Annual leave and time off
Make sure your employees take their contracted annual leave during the leave year. Also monitor their working hours and patterns to ensure they are taking enough time off to recharge. It could be as simple as needing a week away to take charge again and recharge those tired old batteries.
In a world where information is just a key stroke away attacks to reputation online can be devastating for both individuals and businesses. Within larger organisations there are whole teams which work to protect online reputation and brand, however what about SME’s and not-for-profits who don’t have the resources available to monitor and protect their image? Fear not CrosseHR has come up with some handy tips to protect your reputation online;
1. It starts with you
The information you put online allows people to make presumptions about who you are personally and what your company represents. Often people can be the makers of their own grief by posting things online which may even have been intended to be private, but is actually publicly available and gives the wrong message. The one rule to live by is that everything you do online; the messages you send, the pictures you post and the things you comment on can be made public. There are countless examples where online messages are sent and then exposed online by it’s recipient. HR departments regularly have to deal with Facebook posts by employees which don’t comply with company ethos, not to mention the flurry of inappropriate images which have become the norm amongst young people and daters. So how do you avoid this mess? It’s simple; with everything you do question what would my employer think of this? Or if you are an employer, what would my mother think of this? By asking yourself these questions it will make you consider the content of posts before you post them and prevent you from getting an ominous email from HR on a Friday afternoon.
2. Set all personal social media profiles to private
Setting profiles to private will prevent information being indexed by search engines. Indexing is when Google or another search engine takes information you have put online or information another person has put out about you and makes that available to anyone who searches for you or your company. The last thing you want when someone is Googling you are webpages and Facebook posts which show you or your company in a bad light. Follow these steps to make your personal accounts private;
a) Go to the top right hand corner and click the padlock sign.
b) Click on the “see more settings” link.
c) You will be brought to this page.
d) At the bottom it asks whether you want search engines to link to your profile, make sure this option shows up as “no”.
e) Click on ‘Limit Past Posts’, this will limit the audience of your previous posts.
f) Make sure that only friends can see your future posts.
a) Click on your profile picture
b) Click on settings.
c) Click security and privacy.
d) This page will appear, click ‘Do not allow anyone to tag me in photos’, this will prevent anyone tagging you into an image that you wouldn’t want to be associated with.
e) Click ‘Protect my Tweets’, select this option if you don’t want your tweets to be publicly visible to anyone, by doing this you limit those who can see your tweets to just people you have approved.
f) Ensure all other options are not ticked.
3. The right to be forgotten
A relatively new feature to Google is the ability to be forgotten by asking Google to review and delete web pages from it’s results. The feature comes after a ruling in the European Court of Human Rights on data protection and currently users can ask Google not to display web pages containing their name where the page in question is irrelevant, no longer relevant, excessive or inadequate. If when Googling yourself, which we all at some point do, you find something that’s unfair or just plain wrong you can ask Google to omit it from their results by filling in a simple online form.
Click here to access the online form
4. Content, content, content
Google and other search engines display a certain number of results per page, therefore logic dictates that the more quality content you put out the more of that space will be occupied by you. By consistently creating and publishing online content you can knock detrimental results down to later pages which are seldom read. The ultimate goal is to have so much unique quality content that any attack on your reputation wouldn’t get close to page one of the results.
5. Contest your reputation online
If you do come across something contact the site the content is being hosted on, as well as doing a Google request (above). The last thing a site administrator wants is libellous content on their site and often a quick email will result in it’s swift removal. If the site is operated by the person creating the content then it is also a good idea to contact them asking them to remove it. If all above attempts fail it is a good idea to contact a solicitor who will be able to advise you on further action.
CrosseHR can advise on a range of HR issues including dismissals, tribunals and employment law. If you are experiencing issues with an employee’s online behaviour or want to develop your policies on responsible media use then CrosseHR can help! Call 0330 555 1139 or email firstname.lastname@example.org, you can also view a full list of our services here.
Who Are the Happiest Workers in the UK An infographic by the team at
I am starting to get addicted (haven’t you noticed?) to info graphics, I really like this one which is a map of employee engagement across the UK. The ladies are happier than the men, pay causes the most problems and people in Plymouth are happiest of all! There is so much organisation’s can do (that do not cost a lot) to improve employee engagement and turn their organisations into great places to work and it can happen quickly. The crew here at Crosse HR have plenty of tricks up our sleeves to help you increase your employee engagement, just give us a call. Failing that then lets all move to Plymouth!
I came across this fantastic info graphic (don’t you just love them) about managing stress in the workplace drafted by Unum UK.
Every organisation should have a policy on dealing with stress (Crosse HR can help with this). Dealing with stress is a fact of life and should be an integral part of every organisation’s Wellness and wellbeing programme. Show you care. Start with this.
This infographic was crafted by Unum UK. Unum UK helps manage stress at work as part of employee benefits.
I recently attended the Alexander McQueen Savage Beauty exhibition at the V&A in London. Even if you have no interest, or in my case the wallet, to purchase any couture or high end designer clothes, you could not fail to be in awe of the man’s extreme talent and unbelievable imagination. It did strike me though more than once when I was gazing at a structure for the head, aka a hat or an ethereal dress, how did this genius die alone hanging in a wardrobe in his home clearly having had enough? He had the world at his feet literally, surrounded by the world’s beauties, making pots of money for his employers, yet no one appeared to have any idea that the guy was in a state and about to take his own life. How can this happen? How can you spot the signs of stress, depression of mental health issues at work?
Spotting the signs of stress, depression or mental health issues at work
In my experience this is all too common unfortunately. Most of us either aren’t aware of the signs of stress, depression or mental health issues, or tip toe around them when we encounter them at work. It’s a hard thing to confront, but I firmly believe that employers can train their people to spot the signs and provide help. Shouting, explosions of tempers and crying are all sure fire signs all is not well, as is increased sickness absence, coming in hung-over, dilated eyes, unkempt appearance, dips in performance where previously there has not been any, rapid weight gain or loss, as well as firm denials when asked.
Clear policies are the route to a clear conscience
Now its not easy to tackle, or identify anything is wrong, but having an employee assistance scheme in place is a step forward Employee Assistance is otherwise known as EAP, which is basically a service employers can buy (usually from their Occupational Health provider like BUPA or HCA) where employees can ring a confidential helpline to discuss their problems and seek advice usually on divorce, debt, redundancy, depression, problems at work. Its totally confidential but can be very useful for some people. EAP doesn’t cost that much, and CrosseHR can help.
Even without EAP you can still make positive steps to supporting employees who are showing signs of stress, depression or mental health issues. Introduce a clear policy on how the organisation tackles stress (usually under Health & Safety policy or a separate policy), and have a nominated person or organisation that employees are made aware of as someone they go to initially if there is a problem – that might be someone internally such as Occupational Health, or external counselling services, the GP, or the Samaritans for example.
Whether you have an employee assistance scheme or simply an internal policy, make sure it’s well promoted, you foster a general atmosphere of openness, and promote good management practices – it’s amazing what regular 121’s between managers and their reports can reveal and not just about work. It all goes without saying that a ‘human HR person’ always helps and not one obsessed with the rule book! As a final note, the Mental Health Foundation itself calls for us to learn ‘mindfulness’ which is sound advice to any business. You can read more on that here.
Believe you me, and I have proof, if you spot a problem an employee is having, support them, offer them help and they sort it out, you will have a loyal, dedicated employee for a very very long time, not to mention a clear conscience !
Image credit: Nata Sha / Shutterstock.com