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As flu season approaches, more employees may be calling in sick. But how many of those illnesses are actually just a case of the Mondays? According to CareerBuilder’s latest survey, of workers have called in to work sick when they were feeling just fine over the past year.
When asked why they lied about being sick, 28 percent said they just didn’t feel like going in to work, and 27 percent took the day off to attend a doctor’s appointment.
A resume tells a great deal about a candidate’s qualifications and background, but it fails to reveal much about emotional intelligence (EI). To find applicants skilled in this area, a small business leader must dig deeper.
What makes such effort worth a small business leader’s valuable time? In a workplace where staff members rely greatly on one another, oftentimes must do more with less, and need to be ready to take on unforeseen challenges, emotionally intelligent employees can be a godsend.
No small business owner wants to go through the draining experience of firing a worker. Not only is such a situation emotionally taxing, it leaves you short-handed and faced with the burden of finding a replacement. Thus, leaders oftentimes avoid taking action in hopes that the problem employee will somehow turn things around.
Prolonging the agony, however, can have major repercussions on everything from productivity to morale at your small business.
No one should be forced to go into work when they are sick — not only is it bad for the employee’s health and productivity, it’s also bad for the health of everyone around that person. But some employees are going to great lengths to get a free, personal day off work.
Slightly more than a third of workers (35 percent) said they have called in to work sick when they were feeling just fine in the past year.
When workers trust their leaders, good things happen. They feel empowered to give valuable, honest feedback that can help a small business grow. Creativity and willingness to try new things flourish because employees know management has their back. Individual accountability rises as team members follow the lead from above to take responsibility for actions.
Yet less than half of full-time workers trust their boss, according to a 2016 EY study.