Tackling workers’ emotional burdens is vital in boosting productivity

“Leave your worries at the doorstep.” How many of us have heard that phrase reverberate amongst the hallways of the workplace as employee and employer alike seek to trudge on and be productive despite underlying personal challenges that may trouble them? Whether borne at work or at home, is it truly possible to separate personal and work issues such that none interferes with the other and productivity remains at its optimum level?

This question is even more poignant as the world observes the 16 Days of Activism for no violence against women and children campaign, which takes place every year from November 25 (International Day for the elimination of violence against women) to December 10 (International Human Rights Day). The period includes Universal Children’s Day and World Aids Day. During this period various organisations including government embark on a series of campaigns to create greater awareness on issues related to impact of violence on women and children.

The common denominator amongst all the sectors of society involved in this campaign is that all are steadfastly working towards the eradication of abuse of women and children. Abuse tends to have a domino effect on the productivity of employees. Employees who are not in pristine condition psychologically tend to struggle with performance within the workplace. It is quite a monumental task if not almost impossible for employees to completely dissociate from challenges that face them in their personal live and not carry those to work. The employer cannot also expect the employee to simply “leave their worries at the doorstep”. While a robotic approach may seem like a quick solution, the reality is that we are not robots and our genetic makeup dictates that when we tackle tasks, we must be psychologically prepared.

The onus thus also rests on the employer to up the productivity levels by not only focusing on the technical aspects but by also throwing caution to the wind and taking heed of any emotional challenges an employee may face. One the interventionist methods most employers have adopted are the Employee Assistance Programme (EAP).

Just three decades ago an South Africa an EAP within the workplace sounded like a foreign concept or even a luxury. However the role that such a programme plays cannot be underestimated. An EAP often entails a contract a company enters into with a service provider that makes provision for services such counselling on personal problems that employees may be facing. Although EAP is set up as a workplace programme, provision is generally put in place to tackle work related difficulties, experience has shown that the programme tackles problem outside the workplace.

Employees are provided with the leverage to receive assistance on difficulties outside the work scope more so when such troubles impact their productivity. The challenges that EAP deals with include personal problems such as substance abuse, marital problems, and emotional problems, financial or legal concerns. The services offered to employees range from the provision of counselling and consultation, financial advice and guidance. The emotional wellbeing of employees is critical to the productivity within a workplace and it would augur well for most organisations to consider the provision of such services. While the core methodologies utilised to promote productivity within the workplace should remain, it is fundamental to put the emotional wellbeing of employees at the forefront.

By: Bongani Coka – CEO of Productivity SA