If you are flexible and accommodating when making allowances for time off, your employees will strive to work WITH you, not AGAINST you! How many times have you answered the phone to hear underlings with obviously faked coughs assure you that they are REALLY, TRULY sick...
when you know their excuses are contrived? Yes, such lies and deception can set you to fuming, but always remember that the best way to keep your employees coming to work is by making them WANT to come to work! You catch more flies with honey than with vinegar, as the old saying goes, so be sure to encourage your workers with positive reinforcement rather than jumping straight to negative and punitive consequences when addressing absenteeism.
Remember, just a spoonful of sugar helps the medicine go down! ONE Make clear policies and procedures regarding work absence.
When employees must be absent, they should be knowledgeable about your company's procedure for notification.
Be sure that your workers are properly schooled on who to contact and the acceptable methods of doing so - whether it be by phoning, emailing, or even through text messaging.
Make sure these policies are made clear.
By what time before the start of shift must your employees notify you if they plan to be absent? Will they need to provide medical documentation of illness? How will you respond to habitual absenteeism? These are important questions to answer for your employees, and it is essential to treat them with fairness and consistency.
Earn the respect of your workers, and they will have an easier time respecting the system.
TWO Be supportive towards employees who may need to be absent for several days due to an injury or illness.
Boost moral by taking time out to contact the person with words of concern...
maybe even have the whole team sign a get-well card.
Ask if the absent worker needs any help from the organisation.
Not only does it cheer up sick employees to know that someone cares, but they will also be more eager to return to a workplace where they are appreciated and missed.
Be sure your workers know that you want them back! THREE Educate supervisors and managers on ways they can reduce sick leave in the most effective manner.
For the best results, higher management should be supportive and empathetic to the needs of absent workers.
If supervisors focus solely on LTIs (lost time injury) and meeting their KPIs (key performance indicators) the outcome will be worse than the results received by extending support and trust to their employees.
FOUR Be flexible and allow time for non-medical leave.
This will assist your employees in managing their outside lives without needing to lie about an illness in order to cope with unforeseen events.
Children, For example, can pose a problem to parents who are struggling to balance careers with family obligations.
Studies prove that employees show a higher rate of absenteeism during school holidays, for example.
Making allowances for a parent to take time off/work from home when a child is ill or requires supervision, will reduce employee stress and increase productivity.
Be sensitive to the personal needs of your workers, and they will both respect you and place more value in their job.
FIVE Create a happy working environment.
If employees dread coming to work, they are much more likely to NEED a day off, just to remain sane.
Make everyone happy by keeping performance expectations reasonable, listening/responding to the concerns of your employees, always treating them fairly and providing social support.
When employees feel valued and well-treated, showing up for work will not be such a chore! SIX Help employees understand job security issues.
Logically, employees with a fear of losing their jobs should be more likely to show up with consistency, but this is not true! Statistics prove that workers lacking a sense of job security usually take more sick days than those who believe that their employment is stable.
Stress levels surely play a part in this phenomenon, so be upfront and sensitive when dealing with job security issues.
Listen to the concerns of your workers, and be sure they are clear on the status of their employment.
Absenteeism will go down if your employees understand the requirements and stability of their positions.
SEVEN Keep your workplace free of conflict.
Personality clashes, bullying and issues with upper management often create stress and conflict.
Deal with these issues quickly and effectively, before too much harm is done.
Allowing conflict to fester can result in instances of employees "needing a day off" simply to avoid the discomfort of spending a day on the job with "that big bully Brad".
But beyond absenteeism, such stressors may also lead to further problems - such as long term mental issues - that may be even more destructive to productivity, and also expensive to treat.
Help solve conflict with appropriate mediation, before a disgruntled employee punches Brad in the face and puts the office bully on long term disability! EIGHT Don't hesitate to praise a job well done, or even offer financial bonuses as an incentive to work hard.
Like anybody else, employees feel secure when they receive direct reassurance that they are valued in the workplace.
Feeling appreciated keeps workers happy, engaged and committed to a high level of performance.
When employees enjoy satisfaction in their work and know that their skills are valued, they will be less inclined to take time off unless their reasons are unavoidable.
NINE Work with your employees, not against them, when it comes to making accommodations for sick leave or other time off.
Realize that if you throw a fit and refuse to allow your workers to take an occasional long lunch under special circumstances, employees will be more likely to call in sick and take a full day off when their kids are performing in a short school play, or some other small work conflict arises.
When workers are injured or otherwise incapacitated, offer them the alternative of reduced hours or modified duties rather than encouraging full absenteeism - when the situation permits this, of course.
You'll find that your employees are happy to work with a boss who concern and makes allowances for their needs.
They won't want to leave you in the lurch! TEN Be consistent when enforcing policies and procedures.
While it's great to be accommodating and sympathetic, there are always certain employees willing to take advantage of your good nature.
Workers must understand that leniency with sick leave and time off is a privilege they must use sparingly.
Make everyone aware of the consequences they will suffer if they don't abide by the rules of your organization when it comes to missing work.
Habitual absenteeism, tardiness and even little "email checking breaks" are detrimental to productivity and can lead to resentment from co-workers.
These problems should be nipped in the bud in a fair and consistent manner that is clearly explained to all employees.
A well-disciplined workforce is always a happier workforce!
when you know their excuses are contrived? Yes, such lies and deception can set you to fuming, but always remember that the best way to keep your employees coming to work is by making them WANT to come to work! You catch more flies with honey than with vinegar, as the old saying goes, so be sure to encourage your workers with positive reinforcement rather than jumping straight to negative and punitive consequences when addressing absenteeism.
Remember, just a spoonful of sugar helps the medicine go down! ONE Make clear policies and procedures regarding work absence.
When employees must be absent, they should be knowledgeable about your company's procedure for notification.
Be sure that your workers are properly schooled on who to contact and the acceptable methods of doing so - whether it be by phoning, emailing, or even through text messaging.
Make sure these policies are made clear.
By what time before the start of shift must your employees notify you if they plan to be absent? Will they need to provide medical documentation of illness? How will you respond to habitual absenteeism? These are important questions to answer for your employees, and it is essential to treat them with fairness and consistency.
Earn the respect of your workers, and they will have an easier time respecting the system.
TWO Be supportive towards employees who may need to be absent for several days due to an injury or illness.
Boost moral by taking time out to contact the person with words of concern...
maybe even have the whole team sign a get-well card.
Ask if the absent worker needs any help from the organisation.
Not only does it cheer up sick employees to know that someone cares, but they will also be more eager to return to a workplace where they are appreciated and missed.
Be sure your workers know that you want them back! THREE Educate supervisors and managers on ways they can reduce sick leave in the most effective manner.
For the best results, higher management should be supportive and empathetic to the needs of absent workers.
If supervisors focus solely on LTIs (lost time injury) and meeting their KPIs (key performance indicators) the outcome will be worse than the results received by extending support and trust to their employees.
FOUR Be flexible and allow time for non-medical leave.
This will assist your employees in managing their outside lives without needing to lie about an illness in order to cope with unforeseen events.
Children, For example, can pose a problem to parents who are struggling to balance careers with family obligations.
Studies prove that employees show a higher rate of absenteeism during school holidays, for example.
Making allowances for a parent to take time off/work from home when a child is ill or requires supervision, will reduce employee stress and increase productivity.
Be sensitive to the personal needs of your workers, and they will both respect you and place more value in their job.
FIVE Create a happy working environment.
If employees dread coming to work, they are much more likely to NEED a day off, just to remain sane.
Make everyone happy by keeping performance expectations reasonable, listening/responding to the concerns of your employees, always treating them fairly and providing social support.
When employees feel valued and well-treated, showing up for work will not be such a chore! SIX Help employees understand job security issues.
Logically, employees with a fear of losing their jobs should be more likely to show up with consistency, but this is not true! Statistics prove that workers lacking a sense of job security usually take more sick days than those who believe that their employment is stable.
Stress levels surely play a part in this phenomenon, so be upfront and sensitive when dealing with job security issues.
Listen to the concerns of your workers, and be sure they are clear on the status of their employment.
Absenteeism will go down if your employees understand the requirements and stability of their positions.
SEVEN Keep your workplace free of conflict.
Personality clashes, bullying and issues with upper management often create stress and conflict.
Deal with these issues quickly and effectively, before too much harm is done.
Allowing conflict to fester can result in instances of employees "needing a day off" simply to avoid the discomfort of spending a day on the job with "that big bully Brad".
But beyond absenteeism, such stressors may also lead to further problems - such as long term mental issues - that may be even more destructive to productivity, and also expensive to treat.
Help solve conflict with appropriate mediation, before a disgruntled employee punches Brad in the face and puts the office bully on long term disability! EIGHT Don't hesitate to praise a job well done, or even offer financial bonuses as an incentive to work hard.
Like anybody else, employees feel secure when they receive direct reassurance that they are valued in the workplace.
Feeling appreciated keeps workers happy, engaged and committed to a high level of performance.
When employees enjoy satisfaction in their work and know that their skills are valued, they will be less inclined to take time off unless their reasons are unavoidable.
NINE Work with your employees, not against them, when it comes to making accommodations for sick leave or other time off.
Realize that if you throw a fit and refuse to allow your workers to take an occasional long lunch under special circumstances, employees will be more likely to call in sick and take a full day off when their kids are performing in a short school play, or some other small work conflict arises.
When workers are injured or otherwise incapacitated, offer them the alternative of reduced hours or modified duties rather than encouraging full absenteeism - when the situation permits this, of course.
You'll find that your employees are happy to work with a boss who concern and makes allowances for their needs.
They won't want to leave you in the lurch! TEN Be consistent when enforcing policies and procedures.
While it's great to be accommodating and sympathetic, there are always certain employees willing to take advantage of your good nature.
Workers must understand that leniency with sick leave and time off is a privilege they must use sparingly.
Make everyone aware of the consequences they will suffer if they don't abide by the rules of your organization when it comes to missing work.
Habitual absenteeism, tardiness and even little "email checking breaks" are detrimental to productivity and can lead to resentment from co-workers.
These problems should be nipped in the bud in a fair and consistent manner that is clearly explained to all employees.
A well-disciplined workforce is always a happier workforce!