Thanks for the comment Tee! As mentioned in the post, this approach had many flaws. This is partly because we wanted to rely on published studies on the association between various conditions (e.g., stress) and productivity loss. Most of the studies we looked at relied on self-reported absenteeism and presenteeism (loss of productivity while at work due to lower performance). This means that these estimates don’t include turnover which can indeed cause decreased organizational productivity, emotional challenges, and other costs. Overall, this might mean that this is an underestimate though there are other ways in which the estimates above might be an overestimate. Do you have a sense of how many people this might involve—e.g., is it 0.1% of staff, 1% of staff, or something else?
Thanks for the comment Tee!
As mentioned in the post, this approach had many flaws. This is partly because we wanted to rely on published studies on the association between various conditions (e.g., stress) and productivity loss. Most of the studies we looked at relied on self-reported absenteeism and presenteeism (loss of productivity while at work due to lower performance). This means that these estimates don’t include turnover which can indeed cause decreased organizational productivity, emotional challenges, and other costs. Overall, this might mean that this is an underestimate though there are other ways in which the estimates above might be an overestimate. Do you have a sense of how many people this might involve—e.g., is it 0.1% of staff, 1% of staff, or something else?