Reducing absenteeism at work

 In HR

Reducing absenteeism at work

What is absenteeism?

Absenteeism is when an employee is absent frequently for no apparent reason. This includes unplanned personal or paid leave.

Most organisations have an absence management program in place to reduce absenteeism. While we can’t predict the unexpected, it is possible to identify patterns in employee absences. With the right tools, these patterns can be easily identified.

You’ve likely seen cases of absenteeism if you are a supervisor, manager, or leader. It is normal for staff to be absent for jury duty, illness, bereavement, and other reasons. If absenteeism becomes excessive and frequent, it can become a problem.

Absenteeism refers to an employee who is absent regularly and habitually from work. This does not include paid leave or occasions when an employer grants time off.

Why is absenteeism such a problem?sick person

This could lead to reduced productivity and loss of time due to micromanaging. If a key role isn’t filled, safety can become a problem. Also, workplace morale may drop.

Each absent employee also has resonance effects. Customers and clients may be exposed to low-quality work. This could endanger the brand’s prospects and reputation. This can even lead to a loss of profits.

How can you reduce absenteeism at work?

Absenteeism might not seem like a problem at first. People take time off when there is a small workforce and unexpected events. When regular absences from work become a routine, absenteeism is a problem.

It is impossible to solve all the problems of absenteeism at work. Unscheduled absences are common among employees for a variety of reasons.

There are still many ways to improve employee attendance. They involve creating a better working environment and establishing clear attendance rules.

1. Write Attendance Policy

By creating an attendance policy, you can formalise your organisation’s expectations regarding attendance. The policy should include a definition of tardiness and what constitutes excessive tardiness.

2. Set clear attendance expectations

As part of your new employee orientation, share the attendance policy with employees and discuss your expectations for attendance. Employees need to be able to explain when it is okay for an employee to take a leave of absence without prior notice. Discuss how to notify the company and who to contact if the employee is not coming to work.

3. Reward Good Attendance

Many companies reward employees for good attendance with a bonus if they have no unplanned absences over a 12-month period.

Employees can see benefits in the form of merit increases if attendance is included in the annual performance appraisal process. Another strategy is to give employees adequate paid time off so they have the option to plan for absences using a predetermined number of hours.

4. Get a better work environment

It could be contributing to absenteeism if your employees don’t feel excited about coming to work and engaging with their coworkers. Humans are social creatures. A sense of belonging is crucial for workplace satisfaction.

Team-building activities, friendly competition between departments and community service trips are all ways to increase morale. Employee absenteeism can be reduced by providing opportunities for employees and managers to connect with each other, while also feeling inspired and proud of their team. Employees who feel valued and appreciated by their coworkers will be more motivated to work in the office.

Your office atmosphere can also make a difference in improving employee morale. Studies have shown that plants can improve concentration. Relaxing and stress-reducing scents such as lavender can help employees feel calm and relaxed. Small office snacks can also be helpful to keep their energy up.

5. Encourage employee engagement

It’s not enough to reduce absenteeism. Empowering employees and improving workplace satisfaction are critical for the long-term success of your company. Your employees will perform better if they are engaged.

You can increase employee engagement by giving your employees more control and freedom to manage their schedules and tasks.

You’ll soon discover that there are many areas where you can reduce stress levels and increase employee engagement by building genuine relationships with your employees. Maybe your employee is unhappy that she doesn’t get enough opportunities for growth. You can talk with your employee about her future goals and give her more tasks that are related to her interests.

6. Strong absence management tools are essential

Spend less time on the employee database and spend more time with them. Remember that you are working with people who want to achieve a work/life balance and not robots.

Managers and HR software can offer data-driven evaluations using Absence Management Tools. This allows for a more effective feedback loop than simply reprimanding or outlining.

7. Encourage teamwork

As a follow-up to the previous point, employees feel more connected when they feel part of a group. A feeling of belonging can increase a worker’s motivation and loyalty to the company. They will be more likely to think twice about taking a day off or making it difficult for their colleagues.

8. Provide feedback

Your employees should be able to tell you what they could improve on, and what they do well. Employees will feel valued if you offer guidance and encouragement. They will feel valued and motivated to do their best, which will make them less likely to skip work.

9. Keep track of absences

To track absences and work time, you can use absence management software. These tools allow you to gather useful data and measure absenteeism. You will eventually be able to determine if your efforts were effective in decreasing absenteeism among employees and to make the necessary changes to your policy.

Last Thoughts

Make sure you have a clear policy on time off. All employees should sign something to confirm that they have read it. It is no longer enough to communicate your policy via email or verbally in this litigious age. It is important to prove to each employee that they have read and understood the policy in order to take appropriate disciplinary action if necessary.

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