{"id":16871,"date":"2026-05-29T14:12:54","date_gmt":"2026-05-29T12:12:54","guid":{"rendered":"https:\/\/woffu.com\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/"},"modified":"2026-06-09T12:09:22","modified_gmt":"2026-06-09T10:09:22","slug":"presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa","status":"publish","type":"post","link":"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/","title":{"rendered":"Presentisme laboral: qu\u00e8 \u00e9s, causes i com reduir-lo a l&#8217;empresa"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">El <\/span><b>presentisme laboral<\/b><span style=\"font-weight: 400;\"> ocorre quan una persona est\u00e0 present al seu lloc de treball, o connectada en remot, per\u00f2 no rendeix de forma efectiva.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Pot passar perqu\u00e8 est\u00e0 malalta, esgotada, desmotivada, saturada o perqu\u00e8 l&#8217;empresa ha normalitzat una cultura on es valora m\u00e9s \u201cser-hi\u201d que treballar b\u00e9.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A la pr\u00e0ctica, el presentisme laboral es pot veure en persones que allarguen la jornada sense necessitat, empleats que treballen estant malalts, equips que passen moltes hores connectats per\u00f2 avancen poc o professionals que compleixen el seu horari, per\u00f2 arrosseguen cansament, falta de focus o baixa productivitat.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">De fet, l&#8217;<a href=\"https:\/\/osha.europa.eu\/en\/tools-and-resources\/eu-osha-thesaurus\/term\/62185d\">EU-OSHA<\/a> defineix el presentisme com la situaci\u00f3 en la qual una persona acudeix a la feina estant malalta i no pot rendir de forma efectiva pel seu estat de salut. En l&#8217;entorn empresarial, el concepte s&#8217;ha ampliat tamb\u00e9 a una realitat molt habitual: estar present, per\u00f2 no estar realment aportant valor. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Dit de forma senzilla:<\/span><\/p>\n<p><img decoding=\"async\" src=\"https:\/\/woffu.com\/wp-content\/ql-cache\/quicklatex.com-a4fe0277f2a3fbc31fcf065389770870_l3.png\" class=\"ql-img-inline-formula quicklatex-auto-format\" alt=\"&#92;&#116;&#101;&#120;&#116;&#123;&#80;&#114;&#101;&#115;&egrave;&#110;&#99;&#105;&#97;&#32;&#115;&#101;&#110;&#115;&#101;&#32;&#114;&#101;&#110;&#100;&#105;&#109;&#101;&#110;&#116;&#125;&#32;&#43;&#32;&#92;&#116;&#101;&#120;&#116;&#123;&#74;&#111;&#114;&#110;&#97;&#100;&#97;&#32;&#109;&#97;&#108;&#32;&#103;&#101;&#115;&#116;&#105;&#111;&#110;&#97;&#100;&#97;&#125;&#32;&#61;&#32;&#92;&#116;&#101;&#120;&#116;&#123;&#80;&#114;&#101;&#115;&#101;&#110;&#116;&#105;&#115;&#109;&#101;&#32;&#108;&#97;&#98;&#111;&#114;&#97;&#108;&#125;\" title=\"Rendered by QuickLaTeX.com\" height=\"16\" width=\"586\" style=\"vertical-align: -4px;\"\/><\/p>\n<p><span style=\"font-weight: 400;\">I aqu\u00ed hi ha el problema per a Recursos Humans: el presentisme no sempre apareix com una abs\u00e8ncia, una baixa o una incid\u00e8ncia. Moltes vegades s&#8217;amaga dins d&#8217;una jornada aparentment normal. <\/span><\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<div class=\"ez-toc-title\" style=\"cursor:inherit\">Taula de continguts<\/div>\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Que_es_el_presentisme_laboral\" >Qu\u00e8 \u00e9s el presentisme laboral<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Presentisme_laboral_absentisme_i_presencialisme_diferencies\" >Presentisme laboral, absentisme i presencialisme: difer\u00e8ncies<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Exemples_de_presentisme_laboral\" >Exemples de presentisme laboral<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Causes_del_presentisme_laboral\" >Causes del presentisme laboral<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Cultura_destar_sempre_disponible\" >Cultura d&#8217;estar sempre disponible<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Exces_de_carrega_de_treball\" >Exc\u00e9s de c\u00e0rrega de treball<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Mala_organitzacio_de_la_jornada\" >Mala organitzaci\u00f3 de la jornada<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Falta_dobjectius_clars\" >Falta d&#8217;objectius clars<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Por_a_absentar-se\" >Por a absentar-se<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Consequencies_del_presentisme_laboral\" >Conseq\u00fc\u00e8ncies del presentisme laboral<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Com_detectar_el_presentisme_laboral_en_una_empresa\" >Com detectar el presentisme laboral en una empresa<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Com_mesurar_el_presentisme_laboral\" >Com mesurar el presentisme laboral<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Presentisme_laboral_en_teletreball\" >Presentisme laboral en teletreball<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Com_reduir_el_presentisme_laboral\" >Com reduir el presentisme laboral<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Mesurar_resultats_no_nomes_presencia\" >Mesurar resultats, no nom\u00e9s pres\u00e8ncia<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Revisar_lorganitzacio_de_la_jornada\" >Revisar l&#8217;organitzaci\u00f3 de la jornada<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Normalitzar_descansos_i_desconnexio\" >Normalitzar descansos i desconnexi\u00f3<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Formar_managers\" >Formar m\u00e0nagers<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Utilitzar_dades_per_anticipar-se\" >Utilitzar dades per anticipar-se<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Com_ajuda_Woffu_a_reduir_el_presentisme_laboral\" >Com ajuda Woffu a reduir el presentisme laboral<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Preguntes_frequents_sobre_presentisme_laboral\" >Preguntes freq\u00fcents sobre presentisme laboral<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Que_es_el_presentisme_laboral-2\" >Qu\u00e8 \u00e9s el presentisme laboral?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Quina_es_la_diferencia_entre_absentisme_i_presentismo\" >Quina \u00e9s la difer\u00e8ncia entre absentisme i presentismo?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Presentisme_laboral_i_presencialisme_son_el_mateix\" >Presentisme laboral i presencialisme s\u00f3n el mateix?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Com_detectar_el_presentisme_laboral\" >Com detectar el presentisme laboral?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Com_reduir_el_presentisme_laboral-2\" >Com reduir el presentisme laboral?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-27\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/presentisme-laboral-que-es-causes-i-com-reduir-lo-a-lempresa\/#Deixar_de_confondre_presencia_amb_productivitat\" >Deixar de confondre pres\u00e8ncia amb productivitat<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Que_es_el_presentisme_laboral\"><\/span><b>Qu\u00e8 \u00e9s el presentisme laboral<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">El presentisme laboral \u00e9s la p\u00e8rdua de productivitat que es produeix quan una persona est\u00e0 treballant, per\u00f2 no pot rendir correctament.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A difer\u00e8ncia de l&#8217;absentisme laboral, on l&#8217;abs\u00e8ncia \u00e9s visible, el presentisme \u00e9s m\u00e9s dif\u00edcil de detectar perqu\u00e8 la persona hi \u00e9s. Ha fitxat, respon missatges, apareix en reunions i compleix amb el seu horari. Per\u00f2 el seu rendiment real est\u00e0 per sota del que podria aportar en condicions normals.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aix\u00f2 pot oc\u00f3rrer per motius molt diferents: problemes de salut, cansament acumulat, estr\u00e8s, falta de motivaci\u00f3, exc\u00e9s de c\u00e0rrega de treball, mala organitzaci\u00f3 de la jornada o una cultura empresarial on es premia m\u00e9s la disponibilitat que els resultats.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Per aix\u00f2, reduir el presentisme laboral no consisteix a vigilar m\u00e9s les persones. Consisteix a entendre qu\u00e8 est\u00e0 passant amb el seu temps, la seva c\u00e0rrega de treball i la seva capacitat real per rendir. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">I aquest mat\u00eds \u00e9s important: el presentisme no sempre significa que alg\u00fa no vulgui treballar. Moltes vegades significa que la forma en qu\u00e8 s&#8217;organitza la feina no l&#8217;est\u00e0 ajudant a treballar b\u00e9. <\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Presentisme_laboral_absentisme_i_presencialisme_diferencies\"><\/span><b>Presentisme laboral, absentisme i presencialisme: difer\u00e8ncies<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Presentisme, absentisme i presencialisme solen confondre&#8217;s, per\u00f2 no signifiquen exactament el mateix.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">L&#8217;<\/span><b>absentisme laboral<\/b><span style=\"font-weight: 400;\"> es produeix quan una persona no acudeix a la feina. \u00c9s visible, mesurable i sol apar\u00e8ixer en calendaris, baixes, abs\u00e8ncies o quadrants.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">El <\/span><b>presentisme laboral<\/b><span style=\"font-weight: 400;\"> ocorre quan la persona s\u00ed que est\u00e0 present, per\u00f2 no pot treballar a ple rendiment. \u00c9s m\u00e9s silenci\u00f3s perqu\u00e8 no apareix com una abs\u00e8ncia.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">El <\/span><b>presencialisme laboral<\/b><span style=\"font-weight: 400;\"> \u00e9s la cultura que alimenta el problema: valorar m\u00e9s estar moltes hores que treballar de forma eficient.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Per exemple, una empresa pot tenir un baix absentisme laboral i, aix\u00ed i tot, patir un problema important de presentisme. Tothom hi \u00e9s, tothom fitxa, tothom respon. Per\u00f2 l&#8217;equip est\u00e0 cansat, saturat i cada vegada avan\u00e7a menys.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aquesta \u00e9s la trampa: confondre pres\u00e8ncia amb productivitat.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Exemples_de_presentisme_laboral\"><\/span><b>Exemples de presentisme laboral<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">El presentisme laboral no sempre es veu igual. De vegades \u00e9s evident i altres vegades queda camuflat en din\u00e2miques que l&#8217;empresa ja t\u00e9 normalitzades. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Alguns exemples habituals s\u00f3n:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">una persona que treballa estant malalta per no \u201cfallar\u201d a l&#8217;equip<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">empleats que es queden m\u00e9s hores encara que no tinguin tasques urgents<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">equips que enllacen reunions sense avan\u00e7ar en decisions concretes<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">professionals que responen missatges fora d&#8217;horari de forma habitual<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">persones que no demanen vacances perqu\u00e8 senten que mai \u00e9s un bon moment<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">empleats que fitxen 8 hores, per\u00f2 passen gran part del dia bloquejats o saturats<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">equips que acumulen hores extra, per\u00f2 no milloren els seus resultats<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">El presentisme no sempre es tradueix en alg\u00fa mirant el m\u00f2bil o perdent el temps. De vegades es tradueix en persones responsables intentant rendir quan ja no tenen energia per fer-ho b\u00e9. <\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Causes_del_presentisme_laboral\"><\/span><b>Causes del presentisme laboral<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">El presentisme laboral gaireb\u00e9 mai apareix per una sola ra\u00f3. Sol ser la conseq\u00fc\u00e8ncia de diversos factors acumulats. <\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Cultura_destar_sempre_disponible\"><\/span><b>Cultura d&#8217;estar sempre disponible<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Una de les causes m\u00e9s habituals \u00e9s premiar, encara que sigui de forma indirecta, qui est\u00e0 m\u00e9s hores.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Si en una empresa es valora m\u00e9s quedar-se tard que lliurar b\u00e9, el missatge \u00e9s clar: importa m\u00e9s par\u00e8ixer ocupat que treballar de forma eficient.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aix\u00f2 genera comportaments molt reconeixibles: respondre fora d&#8217;horari, evitar demanar permisos, no desconnectar en vacances o connectar-se encara que la persona no estigui en condicions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">El problema \u00e9s que aquesta cultura pot par\u00e8ixer exigent, per\u00f2 sol ser poc eficient.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Exces_de_carrega_de_treball\"><\/span><b>Exc\u00e9s de c\u00e0rrega de treball<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Quan la c\u00e0rrega de treball supera la capacitat real de l&#8217;equip, el presentisme apareix gaireb\u00e9 per in\u00e8rcia.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Les persones continuen connectades, intenten arribar a tot i normalitzen treballar amb cansament. Per\u00f2 el resultat sol ser una pitjor qualitat, m\u00e9s errors i m\u00e9s desgast. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Una cosa \u00e9s tenir un pic puntual de feina. Una altra de molt diferent \u00e9s viure permanentment en mode urg\u00e8ncia. <\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Mala_organitzacio_de_la_jornada\"><\/span><b>Mala organitzaci\u00f3 de la jornada<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">El presentisme tamb\u00e9 apareix quan la jornada no est\u00e0 b\u00e9 distribu\u00efda.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Reunions mal col\u00b7locades, torns desequilibrats, descansos poc respectats, jornades partides mal dissenyades o equips que treballen sempre al l\u00edmit poden fer que una persona estigui present, per\u00f2 sense energia ni focus.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aqu\u00ed el problema no \u00e9s nom\u00e9s individual. \u00c9s operatiu. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aix\u00f2 ho veiem sovint en empreses amb diversos centres, torns o pol\u00edtiques de flexibilitat poc definides: sobre el paper, tot sembla cobert; a la pr\u00e0ctica, alguns equips acumulen exc\u00e9s de jornada, descansen pitjor o treballen sempre sota pressi\u00f3.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Falta_dobjectius_clars\"><\/span><b>Falta d&#8217;objectius clars<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Quan no est\u00e0 clar qu\u00e8 s&#8217;espera de cada persona, l&#8217;empresa acaba mesurant el m\u00e9s visible: la pres\u00e8ncia.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Si no hi ha objectius, prioritats o indicadors clars, estar moltes hores pot par\u00e8ixer una forma de demostrar comprom\u00eds.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Per\u00f2 treballar m\u00e9s temps no sempre significa treballar millor.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Per a Recursos Humans i direcci\u00f3, aquest punt \u00e9s clau: si l&#8217;empresa no defineix b\u00e9 qu\u00e8 significa rendir, acabar\u00e0 premiant el que pot veure m\u00e9s f\u00e0cilment. I el m\u00e9s f\u00e0cil de veure sol ser la pres\u00e8ncia. <\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Por_a_absentar-se\"><\/span><b>Por a absentar-se<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">En algunes empreses, demanar una baixa, una abs\u00e8ncia o vacances genera incomoditat.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">La persona sent que deixar\u00e0 l&#8217;equip venut, que el seu responsable ho veur\u00e0 malament o que tindr\u00e0 m\u00e9s feina acumulada en tornar.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aquesta por alimenta el presentisme laboral: la persona es queda, encara que no estigui en condicions de rendir.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aix\u00f2 \u00e9s especialment delicat en equips petits, on qualsevol abs\u00e8ncia es nota m\u00e9s i la pressi\u00f3 informal pot ser major.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Consequencies_del_presentisme_laboral\"><\/span><b>Conseq\u00fc\u00e8ncies del presentisme laboral<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">El presentisme laboral afecta la productivitat, per\u00f2 tamb\u00e9 el clima, la salut de l&#8217;equip i la presa de decisions.<\/span><\/p>\n<p>A escala de productivitat, redueix el rendiment real. Es treballen m\u00e9s hores, per\u00f2 no necess\u00e0riament s&#8217;avan\u00e7a m\u00e9s. Per aix\u00f2, el presentisme pot distorsionar la lectura de la <a href=\"https:\/\/woffu.com\/ca\/blog\/persones\/com-calcular-la-productivitat-laboral-formula-exemples-i-com-millorar-la\/\"><strong data-start=\"2838\" data-end=\"2863\">productivitat laboral<\/strong><\/a>, especialment quan l&#8217;empresa mesura el rendiment nom\u00e9s per hores treballades i no per resultats obtinguts.  <\/p>\n<p><span style=\"font-weight: 400;\">A escala de salut laboral, pot augmentar el cansament, l&#8217;estr\u00e8s i el risc de baixes futures.<\/span><\/p>\n<p>A m\u00e9s, conv\u00e9 recordar que la <a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-1995-24292\"><strong data-start=\"1928\" data-end=\"1970\">Llei de Prevenci\u00f3 de Riscos Laborals<\/strong><\/a> t\u00e9 com a objectiu promoure la seguretat i la salut de les persones treballadores mitjan\u00e7ant mesures preventives. Per aix\u00f2, quan el presentisme es relaciona amb cansament, estr\u00e8s o sobrec\u00e0rrega, no s&#8217;hauria de llegir nom\u00e9s com un problema de productivitat. <\/p>\n<p><span style=\"font-weight: 400;\">A escala de clima, genera frustraci\u00f3. Sobretot quan les persones senten que estar disponibles pesa m\u00e9s que treballar b\u00e9. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">A escala de gesti\u00f3, distorsiona la realitat. Si l&#8217;empresa creu que tot va b\u00e9 perqu\u00e8 l&#8217;equip est\u00e0 present, pot trigar massa a detectar sobrec\u00e0rregues, desequilibris o problemes d&#8217;organitzaci\u00f3. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">I a escala cultural, llan\u00e7a un missatge perill\u00f3s: que descansar, desconnectar o demanar ajuda \u00e9s un senyal de poca implicaci\u00f3.<\/span><\/p>\n<p data-start=\"2343\" data-end=\"2682\">Aquesta lectura tamb\u00e9 encaixa amb el document <a href=\"https:\/\/www.insst.es\/documents\/94886\/5326464\/Trabajo%2By%2Bsalud%2Bpsicosocial%2Ben%2Bpymes%2B2025.pdf\/b45ef316-9158-d1e2-6185-26a0e376099d?t=1749111438007\"><strong data-start=\"2388\" data-end=\"2428\">Treball i salut psicosocial en pimes<\/strong><\/a>, publicat per l&#8217;Institut Nacional de Seguretat i Salut en el Treball, que relaciona una mala salut psicosocial amb conseq\u00fc\u00e8ncies per a l&#8217;empresa com el presentisme, l&#8217;absentisme laboral, la baixa productivitat, les baixes laborals o l&#8217;increment de costos.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Com_detectar_el_presentisme_laboral_en_una_empresa\"><\/span><b>Com detectar el presentisme laboral en una empresa<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Detectar el presentisme laboral no significa vigilar les persones. Significa observar patrons que poden indicar que alguna cosa no est\u00e0 funcionant b\u00e9. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Alguns senyals habituals s\u00f3n:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">jornades que s&#8217;allarguen de forma recurrent<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">moltes hores treballades sense millora de resultats<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">augment d&#8217;errors o retards<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">reunions constants i poca execuci\u00f3<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">persones que no desconnecten fora d&#8217;horari<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">empleats que no sol\u00b7liciten vacances durant llargs periodes<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">acumulaci\u00f3 d&#8217;hores extra<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">baixada de motivaci\u00f3 o participaci\u00f3<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">equips que sempre estan ocupats, per\u00f2 no avancen<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Un senyal a\u00efllat no t\u00e9 per qu\u00e8 indicar presentisme.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">El problema apareix quan el patr\u00f3 es repeteix.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Per exemple, si un equip acumula jornades llargues durant diverses setmanes, per\u00f2 els resultats no milloren, potser no falta esfor\u00e7. Potser falta focus, planificaci\u00f3 o capacitat real. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">I si diverses persones no gaudeixen de vacances durant mesos, potser no estem davant d&#8217;un comprom\u00eds extrem, sin\u00f3 davant d&#8217;una falta de cobertura, mala planificaci\u00f3 o por a absentar-se.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Com_mesurar_el_presentisme_laboral\"><\/span><b>Com mesurar el presentisme laboral<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">El presentisme laboral no es mesura amb una \u00fanica f\u00f3rmula perfecta. El m\u00e9s \u00fatil \u00e9s creuar diferents indicadors. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Recursos Humans pot comen\u00e7ar revisant:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">hores treballades enfront de resultats obtinguts<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">exc\u00e9s de jornada recurrent<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">hores extra acumulades<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u00fas real de vacances i descansos<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">abs\u00e8ncies posteriors a periodes d&#8217;alta c\u00e0rrega<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">rotaci\u00f3 volunt\u00e0ria<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">enquestes de clima o eNPS<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">productivitat per equip<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">fitxatges fora de l&#8217;horari habitual<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">La clau est\u00e0 a no mirar les hores treballades de forma a\u00efllada.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Una persona que treballa moltes hores no sempre est\u00e0 sent m\u00e9s productiva. I una persona que compleix la seva jornada sense allargar-la pot estar gestionant millor el seu temps. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Per aix\u00f2, el presentisme laboral s&#8217;ha d&#8217;analitzar juntament amb altres indicadors de Recursos Humans, no com una dada solta.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Presentisme_laboral_en_teletreball\"><\/span><b>Presentisme laboral en teletreball<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">El presentisme laboral no desapareix amb el teletreball. De vegades, fins i tot es torna menys visible. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">En remot, una persona pot treballar estant malalta perqu\u00e8 \u201ctotal, s\u00f3c a casa\u201d. Tamb\u00e9 pot respondre missatges fora d&#8217;horari, allargar la jornada o sentir que ha de demostrar disponibilitat constant perqu\u00e8 no \u00e9s f\u00edsicament a l&#8217;oficina. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aix\u00f2 genera noves formes de presentisme: connexi\u00f3 permanent, reunions fora d&#8217;horari, pauses que no es respecten o dificultat per separar feina i descans.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">El problema no \u00e9s treballar des de casa. El problema \u00e9s no tenir l\u00edmits clars. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">En models h\u00edbrids o remots, mesurar correctament la jornada i respectar la desconnexi\u00f3 \u00e9s encara m\u00e9s important, perqu\u00e8 la pres\u00e8ncia f\u00edsica ja no serveix com a refer\u00e8ncia. I, sent sincers, tampoc hauria d&#8217;haver servit mai com a \u00fanica refer\u00e8ncia. <\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Com_reduir_el_presentisme_laboral\"><\/span><b>Com reduir el presentisme laboral<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Reduir el presentisme laboral no va de treballar menys. Va de treballar millor. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">L&#8217;empresa no necessita persones connectades m\u00e9s hores. Necessita equips amb focus, energia, claredat i una jornada b\u00e9 organitzada. <\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Mesurar_resultats_no_nomes_presencia\"><\/span><b>Mesurar resultats, no nom\u00e9s pres\u00e8ncia<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">El primer pas \u00e9s deixar d&#8217;associar pres\u00e8ncia amb productivitat.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Complir un horari \u00e9s important, per\u00f2 no hauria de ser l&#8217;\u00fanic indicador de comprom\u00eds o rendiment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Recursos Humans i m\u00e0nagers haurien d&#8217;analitzar tamb\u00e9 objectius complerts, c\u00e0rrega de treball, qualitat dels lliuraments, desviacions de jornada i hores extra recurrents.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Quan nom\u00e9s es mesura la pres\u00e8ncia, el presentisme laboral troba terreny f\u00e0cil.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Revisar_lorganitzacio_de_la_jornada\"><\/span><b>Revisar l&#8217;organitzaci\u00f3 de la jornada<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Moltes vegades el problema no est\u00e0 en les persones, sin\u00f3 en com es distribueix la feina.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Revisar la jornada permet detectar si hi ha equips amb massa c\u00e0rrega, si els descansos es respecten, si els horaris tenen sentit o si s&#8217;estan acumulant excessos de forma recurrent.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aqu\u00ed \u00e9s on calcular b\u00e9 la jornada laboral di\u00e0ria, setmanal i anual ajuda a entendre si el temps de treball s&#8217;est\u00e0 gestionant de forma realista.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Normalitzar_descansos_i_desconnexio\"><\/span><b>Normalitzar descansos i desconnexi\u00f3<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Una empresa que vol reduir el presentisme necessita enviar un missatge clar: descansar tamb\u00e9 forma part de treballar b\u00e9.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Aix\u00f2 implica respectar pauses, vacances, horaris i desconnexi\u00f3.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Si una persona est\u00e0 malalta, esgotada o saturada, treballar m\u00e9s hores no sempre \u00e9s la soluci\u00f3. De vegades nom\u00e9s retarda el problema. <\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Formar_managers\"><\/span><b>Formar m\u00e0nagers<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Els responsables d&#8217;equip tenen un paper clau.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Un m\u00e0nager pot alimentar el presentisme sense adonar-se&#8217;n si premia sempre qui respon abans, es queda m\u00e9s tard o mai s&#8217;absenta.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Per aix\u00f2 \u00e9s important formar els l\u00edders per detectar senyals de sobrec\u00e0rrega, repartir millor la feina i no convertir la disponibilitat constant en una expectativa silenciosa.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Un bon m\u00e0nager no necessita veure el seu equip connectat tot el dia per saber si la feina avan\u00e7a. Necessita objectius clars, converses honestes i dades fiables. <\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Utilitzar_dades_per_anticipar-se\"><\/span><b>Utilitzar dades per anticipar-se<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">El presentisme es combat millor quan l&#8217;empresa pot anticipar-se.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Si Recursos Humans veu que un equip acumula hores extra, que certes persones no descansen o que hi ha pics de c\u00e0rrega repetits, pot actuar abans que el problema derivi en baixa, rotaci\u00f3 o p\u00e8rdua de rendiment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">La clau no est\u00e0 a controlar m\u00e9s. Est\u00e0 a tenir millor visibilitat. <\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Com_ajuda_Woffu_a_reduir_el_presentisme_laboral\"><\/span><b>Com ajuda Woffu a reduir el presentisme laboral<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Woffu ajuda les empreses a tenir una visi\u00f3 m\u00e9s clara del temps de treball, les abs\u00e8ncies, els descansos i les desviacions de jornada. A trav\u00e9s d&#8217;un sistema de <a href=\"https:\/\/woffu.com\/ca\/control-horari-i-gestio-de-la-presencia\/\"><strong data-start=\"5173\" data-end=\"5192\">control horari i pres\u00e8ncia<\/strong><\/a>, RR. HH. pot comparar la jornada prevista amb la jornada real i detectar patrons que no sempre es veuen en el dia a dia.  <\/p>\n<p><span style=\"font-weight: 400;\">Aix\u00f2 permet a Recursos Humans detectar patrons que, d&#8217;una altra forma, poden passar desapercebuts:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">exc\u00e9s de jornada recurrent<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">persones que no gaudeixen de vacances<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">equips amb pics de c\u00e0rrega constants<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">hores extra acumulades<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">difer\u00e8ncies entre jornada prevista i jornada real<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">fitxatges fora de l&#8217;horari habitual<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">descansos o pauses mal registrats<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">No es tracta de vigilar les persones. Es tracta de deixar de gestionar amb intu\u00efci\u00f3 i comen\u00e7ar a treballar amb dades reals. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Woffu no elimina per si sol el presentisme laboral, perqu\u00e8 el problema tamb\u00e9 dep\u00e8n de la cultura, la c\u00e0rrega de treball i el lideratge. Per\u00f2 s\u00ed que ajuda a detectar senyals, entendre patrons i prendre decisions amb m\u00e9s criteri. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Perqu\u00e8 el presentisme laboral no sempre es veu.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Per\u00f2 quan tens visibilitat sobre com s&#8217;organitza el temps, \u00e9s molt m\u00e9s f\u00e0cil entendre on comen\u00e7a el problema.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Preguntes_frequents_sobre_presentisme_laboral\"><\/span><b>Preguntes freq\u00fcents sobre presentisme laboral<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><span class=\"ez-toc-section\" id=\"Que_es_el_presentisme_laboral-2\"><\/span><b>Qu\u00e8 \u00e9s el presentisme laboral?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">El presentisme laboral ocorre quan una persona est\u00e0 al seu lloc de treball o connectada, per\u00f2 no rendeix a ple rendiment. Pot deure&#8217;s a malaltia, cansament, estr\u00e8s, desmotivaci\u00f3 o una cultura empresarial que premia la pres\u00e8ncia per sobre dels resultats. <\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Quina_es_la_diferencia_entre_absentisme_i_presentismo\"><\/span><b>Quina \u00e9s la difer\u00e8ncia entre absentisme i presentismo?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">L&#8217;absentisme laboral es produeix quan una persona no acudeix a la feina. El presentisme ocorre quan s\u00ed que est\u00e0 present, per\u00f2 el seu rendiment real \u00e9s baix. L&#8217;absentisme es veu amb m\u00e9s facilitat; el presentisme sol ser m\u00e9s silenci\u00f3s.  <\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Presentisme_laboral_i_presencialisme_son_el_mateix\"><\/span><b>Presentisme laboral i presencialisme s\u00f3n el mateix?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">No exactament. El presentisme laboral \u00e9s la p\u00e8rdua de productivitat quan una persona est\u00e0 present, per\u00f2 no pot rendir correctament. El presencialisme \u00e9s la cultura que valora estar moltes hores per sobre de treballar amb efici\u00e8ncia.  <\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Com_detectar_el_presentisme_laboral\"><\/span><b>Com detectar el presentisme laboral?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Es pot detectar observant patrons com jornades llargues sense millora de resultats, acumulaci\u00f3 d&#8217;hores extra, baixa motivaci\u00f3, retards freq\u00fcents, errors, persones que no descansen o equips que sempre estan ocupats, per\u00f2 avancen poc.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Com_reduir_el_presentisme_laboral-2\"><\/span><b>Com reduir el presentisme laboral?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Per reduir el presentisme laboral \u00e9s important mesurar resultats, revisar l&#8217;organitzaci\u00f3 de la jornada, respectar descansos, formar m\u00e0nagers, analitzar c\u00e0rregues de treball i utilitzar dades reals per detectar desviacions abans que es converteixin en un problema major.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Deixar_de_confondre_presencia_amb_productivitat\"><\/span><b>Deixar de confondre pres\u00e8ncia amb productivitat<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">El presentisme laboral \u00e9s un d&#8217;aquells problemes que no sempre fan soroll, per\u00f2 desgasten a poc a poc l&#8217;empresa.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">No apareix necess\u00e0riament com una abs\u00e8ncia, una baixa o una incid\u00e8ncia. Moltes vegades apareix com a jornades llargues, equips cansats, reunions infinites i persones que continuen connectades encara que ja no estiguin rendint. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Per aix\u00f2, reduir el presentisme laboral no consisteix a exigir menys. Consisteix a organitzar millor. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Quan una empresa ent\u00e9n com es treballa realment, pot detectar excessos, equilibrar c\u00e0rregues, respectar descansos i prendre decisions amb m\u00e9s criteri.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A Woffu treballem precisament sobre aix\u00f2: ajudar les empreses a tenir visibilitat real sobre el temps de treball per deixar de confondre pres\u00e8ncia amb productivitat.<\/span><\/p>\n<p><a href=\"https:\/\/woffu.com\/ca\/demo\/?utm_source=organic&#038;utm_medium=blog&#038;utm_campaign=jornada-flexible\"><img decoding=\"async\" class=\"alignleft wp-image-12862 \" src=\"https:\/\/woffu.com\/wp-content\/uploads\/2022\/06\/woffu-promo-2.png\" alt=\"\" width=\"654\" height=\"218\" srcset=\"https:\/\/woffu.com\/wp-content\/uploads\/2022\/06\/woffu-promo-2.png 1800w, https:\/\/woffu.com\/wp-content\/uploads\/2022\/06\/woffu-promo-2-300x100.png 300w, https:\/\/woffu.com\/wp-content\/uploads\/2022\/06\/woffu-promo-2-1024x341.png 1024w, https:\/\/woffu.com\/wp-content\/uploads\/2022\/06\/woffu-promo-2-768x256.png 768w, https:\/\/woffu.com\/wp-content\/uploads\/2022\/06\/woffu-promo-2-1536x512.png 1536w\" sizes=\"(max-width: 654px) 100vw, 654px\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Com les empreses poden aplicar la jornada flexible complint la llei? Descobreix tipus, requisits legals i com digitalitzar el registre per evitar multes. <\/p>\n","protected":false},"author":24,"featured_media":16870,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[153],"tags":[],"class_list":["post-16871","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-persones"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Presentisme laboral: qu\u00e8 \u00e9s, causes i com reduir-lo<\/title>\n<meta name=\"description\" content=\"Descobriu qu\u00e8 \u00e9s el presentisme laboral, com detectar-lo i qu\u00e8 pot fer RR. 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