Presenteeism: At first glance, it sounds like commitment. Employees sit in the office, appear to be present – and yet the energy that creates innovation, dynamism and genuine cooperation is often missing. The causes of this silent phenomenon are complex and its consequences are more serious than many companies suspect. Looking the other way is damaging to culture and the economy.

Was genau ist Präsentismus?

Presenteeism means that employees turn up for work despite illness, exhaustion or mental stress – in the office or now also remotely. They “work to rule” even though their body or mind would actually require a break. According to recent studies, depending on the industry, around one in two people come to work sick, exhausted or exhausted at least occasionally – a silent epidemic in the modern working world. According to a recent job study by management consultants EY, the “work-to-rule” factor alone is 28% in Germany. Unlike sick days, presenteeism is hardly recorded statistically in companies and therefore often remains invisible, but the effects are much more effective than the often-discussed absenteeism.

Unsichtbare Kosten und die Folgen

While absenteeism is measurable through days of absence, presenteeism slips under the radar – with much higher economic damage – if you measure absenteeism alone, you only see the tip of the iceberg. The measurable costs of sick leave are usually only 10% of the total losses due to presenteeism. The costs you incur by ignoring issues such as exhaustion, demotivation or withdrawal run into the millions, even in medium-sized companies!

Studies show that employees affected by presenteeism perform up to 30% less – a 40-hour week is effectively reduced to 28 to 32 hours of productive work. Other colleagues have to compensate for this loss of performance by working overtime and paying you 100%. The result: demotivated teams, hidden conflicts and an increase in mental illness, which cannot be measured in the balance sheet, but can be felt in everyday life.

Please ask Better linked for the specific calculation for your company!

Wurzeln des Präsentismus

Why do many people tend to work even if they are only mentally, emotionally or functionally able to work to a limited extent? There are many reasons:

Studies show that presenteeism is often caused by social contagion or implicit norms (“People work sick here too”) – a culture of overwork normalization.

Economic or social pressure (“I don’t want to be a burden on my colleagues”), fear of losing my job, insecurity or unclear expectations also play a role in why people are present but not fully productive.

Last but not least, leadership and corporate culture are also key factors: Is there psychological security? Are weaknesses allowed to be shown? Or is there a climate of control and mistrust?

Früherkennung: Worauf Führungskräfte achten sollten

Precisely because presenteeism comes along quietly and invisibly, a watchful eye is needed – especially for these signals:

• Withdrawal and decreasing participation in the team, less commitment.
• Accumulation of small mistakes, decreasing diligence or the absence of creative impulses.
• Changed body language: rapid retreat, evasive gaze, restlessness.
• Passivity in meetings instead of getting involved – “service by the book” is becoming the new norm.

Empowerment als Schlüssel

The solution lies on several levels. Empowerment starts with the individual, but is not very sustainable without structural support. Managers are called upon to consciously create spaces for dialog, reflection and honest feedback. Clearly defined roles, freedom to make decisions and a climate in which burdens can be discussed openly prevent withdrawal and promote genuine presence.

Psychological security is crucial: only when employees do not have to fear being “punished” for openness do they turn creeping absence into visible participation. This is where modern leadership approaches and companies such as Better linked come in. The aim is to specifically disclose presenteeism, identify causes and develop concrete measures – always inclusively, always at eye level.

Fazit und Ausblick

Presenteeism is not an individual failure, but almost always a symptom of a corporate culture that either causes fear or has lost sight of meaning and security. Organizations that focus on empowerment, psychological safety and connecting dialogue transform silent presence into active participation.

The investment: more energy, more innovation, more joint corporate success – and a culture in which everyone is really there. Then mere presence becomes genuine participation. People contribute energy, motivation and responsibility – not because they have to, but because they want to.

Better linked helps to make presenteeism visible and to anchor sustainable solutions – so that performance and health are not mutually exclusive, but grow together.