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    As stated in the first blog, leadership drives the caring and wellness culture in any organization, and nothing demonstrates a caring culture more clearly than when management follows up with injured employees.  This obviously shows care and compassion.  On top of that, caring leaders inspire employees and increase loyalty to the organization.  Statistics show that increased leader involvement with injured employees actually results in employees returning to work sooner.

    An injury on the job is a stressful event for an employee.  They will have anxiety and a lot of questions.  Being there for your employees during their time of need will allow you to answer their questions, allay their fears, and potentially cut through some of the red tape.  It will also allow you the opportunity to provide some quality options for your employee regarding when and under what circumstances they will return to work.  Like all the other options mentioned thus far in this series, this is yet another win-win opportunity for employees and employers.

    Injured employees who are visited by their managers are more likely to return to work in a shorter amount of time.  They feel more connected to the organization.  We have talked about the claims management process.  Visiting your injured employees is a critical part of the process.  Not visiting them sends a signal that you don’t care and puts you at risk of potentially losing a skilled, trained employee.  But because you take the time to check in with them, they are less likely to take negative action against the company, which could range from looking for a new job to potentially filing a lawsuit.  At the risk of overusing the term, visiting your injured employees is a win-win.


Written by Ross Amato & Nickalas Oates

Work Comp Specialists

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