Understanding Presenteeism and Pleasanteeism in the Workplace

Many of us have experienced days of physical, mental, and emotional exhaustion or burnout, yet we often choose to show up at work instead of taking care of ourselves. While this may demonstrate our commitment and dedication to our jobs, it can actually cause more harm than good to employees, employers, organizations, and businesses.

What are Presenteeism and Pleasanteeism?

Presenteeism refers to the situation where employees are physically present at work but are not functioning at full capacity due to illness, stress, or personal issues. A related term is pleasanteeism, which combines “pleasant” and “presenteeism.” It describes a phenomenon where employees conceal their true mental health state—such as stress, depression, or anxiety—while appearing cheerful and positive at work. Despite being stressed and struggling emotionally, these employees maintain a façade of pleasantness and conformity in the workplace.

Showing up to work, even when unwell, may indicate commitment. However, if employees feel obligated or pressured to be present despite their physical or mental illness, this situation is termed presenteeism.

Both presenteeism and pleasanteeism are problematic for employers, as they can hinder an employee’s ability to focus and be productive. The psychological impact of these conditions goes beyond mere discomfort; showing up at work while physically or mentally exhausted and maintaining a continual mask of positivity can lead to emotional exhaustion, reduced productivity, workplace stress, and increased burnout. This, in turn, can significantly affect businesses, as such employees are more prone to making mistakes.

These issues can become particularly pronounced in a hybrid work model, where video calls require constant engagement, leading employees to feel pressured to appear upbeat during meetings, even if they are struggling.

According to one survey, presenteeism and pleasanteeism can cost a company up to 1.8 times more than absenteeism.

Is Presenteeism Bad?

According to HR Magazine, presenteeism isn’t inherently bad. However, there is a distinct difference between functional and dysfunctional presenteeism:

Functional Presenteeism: This occurs when employees show up for work despite being unwell but still manage to balance health and performance without further compromising their well-being. This is only sustainable in a positive and supportive workplace environment.

Dysfunctional Presenteeism: This refers to a toxic work culture where employee productivity, health, and well-being are jeopardized. In such settings, employees often fail to recover from illness and struggle to meet work targets, leading to lost productivity and the risk of spreading infectious diseases.

What Causes Presenteeism and Pleasanteeism?

Research indicates that fear of judgment from demanding bosses is a leading cause of presenteeism and pleasanteeism. Other contributing factors include:

– Personal pressure to maintain a positive image and hide real difficulties

– Societal expectations

– Stigma and discrimination regarding physical and mental health issues

– Lack of paid sick leave

– Staff shortages or understaffing

– Job insecurity and the feeling of being replaceable

– Large workloads

– Unrealistic expectations from employers

– Workplace culture that side-tracks discussions about mental health and views sick leave requests unfavorably

Common Traits of Presenteeism:

Individuals exhibiting presenteeism may show the following characteristics:

– Appearing tired or distracted

– Avoiding social interactions

– Declining performance despite regular attendance at work

– Frequently making errors

– Being unusually short-tempered

– Displaying excessive worry and anxiety

– Missing project deadlines more often

– Showing low mood and lack of enthusiasm

– Demonstrating noticeable symptoms of burnout

– Sending or responding to emails outside of work hours

– Poor communication skills

– Maintaining a negative attitude towards life and work

How to Prevent Presenteeism and Pleasanteeism in the Workplace?

1. One of the best ways to prevent presenteeism and pleasanteeism is to foster an open culture where everyone can communicate freely about personal, professional, and any other health issues without fear of repercussions. Creating a safe, honest, empathetic culture is essential, and making this a priority should be the responsibility of all employers.
2. Employers should also revisit their absence management policies to clearly define sick leave procedures, required documentation, and expectations regarding paid and unpaid leave.
3. Offering a flexible work environment, especially during times of physical and mental distress, is crucial. Employers should make an effort to compile and share resources related to mental health and overall well-being with employees.
4. Educating employees about the importance of taking time off when needed is vital. Leaders should lead by example; when they prioritize their own mental and physical health by utilizing sick days, when necessary, it encourages employees to do the same.
5. It is important to emphasize training for recognizing, identifying, and preventing presenteeism and pleasanteeism in the workplace. Promoting a healthy work-life balance and investing in employee well-being initiatives should be a priority.
6. If possible, consider creating a well-being committee in the workplace to develop strategies focused on employee health and happiness for everyone.