The Cost of Being ‘Always On’: How Presenteeism Affects Your Team’s Performance

In today’s workplace, being constantly “on” can feel to some, like a sign of dedication - especially with remote and hybrid work blurring boundaries between work and home. 

But this culture of pushing through, even when employees are struggling, is what we call presenteeism. And while it might seem like people are giving their all, the reality is this “always on” mentality can quietly drain productivity, damage morale, and put your business at risk.

What is Presenteeism?

Presenteeism happens when people show up for work despite feeling unwell - physically or mentally - and try to push through. Unlike absenteeism, where someone is noticeably away, presenteeism is much harder to spot because employees are physically there but not fully engaged or functioning at their best.

Why Should You Care?

At first glance, presenteeism might seem like a positive - your team is showing up and grinding through. But here’s the thing - when employees work while unwell or overwhelmed, their effectiveness drops. They make more mistakes, miss deadlines and creativity stalls. Over time, this hidden cost adds up - leading to burnout, higher turnover, and even more sick days later on.

So, the pressure to be “always on” can actually backfire, leaving your business with disengaged teams and lower overall performance - the exact opposite of what you want.

Signs to Look Out For

Some subtle signs that presenteeism might be impacting your team include:

• Long hours but slipping productivity or quality of work.
• Always online but low energy and enthusiasm.
• Avoiding sick days despite obvious signs of stress or illness.
• Emotional flatness or irritability in meetings.
• Pulling away from social interaction with colleagues.

These are red flags showing your team might be running on empty.

How Managers Can Make a Difference

Tackling presenteeism requires a shift in mindset:

• Encourage honest conversations about mental health and wellbeing - make it okay to say when things aren’t okay.
• Model healthy work habits - take breaks yourself and respect boundaries.
• Focus on outcomes, not hours - trust your team to work smart, not just long
• Check in regularly to catch signs early and offer support.

Creating a workplace that values wellbeing over busyness isn’t just good for your people - it’s a smart business move that encourages engagement, creativity and long-term success.

If you want help building this kind of culture, our Manager Communication and Wellbeing workshops are designed to provide leaders with the tools to support their teams effectively.

Take a look at our wellbeing services page to find out more.