Previously we explored ways an employee can help their employer become more understanding of their chronic illness and accommodate their wellness needs. In this article we examine some reasons why you might want to take supporting your employee seriously:
A sizeable proportion of people with chronic illnesses still work full time. These long-term medical conditions can include asthma, diabetes, arthritis, sleep apnoea, narcolepsy, fibromyalgia, vasculitis and many more. You may not always be able to tell that the employee has a condition unless they told you so.
It is also worthwhile remembering that just because an individual has certain physical limits, they may still possess valuable experience, skills, or knowledge. To assume that they have little to offer immediately disregards them as a potential resource and their possible future contributions
Keep in mind that motivated employees will put more thought and effort into their work, even with a chronic illness. They are likely to produce more and perform at a higher level. However, an employee who feels that their medical condition has not been taken seriously is more likely to feel demoralised. They will perform at a poorer level, which will cost you more financially in the long run.
4 Ways to Establish Expectations
According to a theory by an organizational psychologist, Denise Rousseau, an unwritten set of mutual expectations exists between employers and their staff. She termed this The Psychological Contract. An employer’s expectations of their employee are usually based on effort, engagement, motivation, attendance, punctuality, and a positive attitude. In exchange, employees expect their employers to be respectful, compassionate, objective, and trustworthy, as well as provide job security and future opportunity.
The theory indicates that if there is a perceived breach of this unwritten agreement by one party, the other side is likely to withdraw. This can be a delicate balance for most individuals, but for employees with chronic illness, it can be especially fragile. Their physical limits may often get in the way of putting in the effort at work. Consequently, if you fail to grasp the full nature of their condition and judge them harshly, it can make your relationship less stable. This may lead to them disengaging, performing poorly and potentially quitting.
Let’s examine some ways for you to support your employee and keep them motivated. Here are four options to consider:
1. Establish What Is Achievable
Becoming aware of your employee’s chronic health conditions will likely require a recalibration of your expectations of them. Discuss with them what they feel they can perform and come to an agreement about some achievable goals.
2. Don’t Interpret Physical Limitations as Lack of Motivation
Your employee may be experiencing symptoms that you can’t fully appreciate. Deteriorations in strength or energy can look like a lacklustre attitude. This is not invariable a reflection of how they feel about their job role. Do your best to learn more about the nature of their condition.
3. Check-in Regularly
Checking in with your employee regularly will help to maintain transparency with them. This will help you to avoid misinterpreting their intent and will enable them to meet your expectations. It will also allow you to show concern for their welfare, which can boost their morale.
4. Job Security
Most employees long for stable employment. Employees with chronic illness often feel especially insecure about job security. Working with them to keep their jobs safe is likely to reinforce their commitment to you.
