Possibly you’re the type of enterprise chief who prefers to create a piece tradition free from the company grind of time clocks, guidelines and inflexible schedules. Or maybe you don’t wish to be that individual at your organization, the one who is aware of precisely what time everybody will get into the workplace.

But absenteeism, and not using a compelling purpose for it, might adversely impression what you are promoting. So, let’s take a more in-depth take a look at poor worker attendance.

Why you possibly can’t ignore worker absenteeism

Whereas it’s true that few enterprise leaders relish calling out workers for being tardy or lacking work, the truth is that extreme absenteeism can’t be ignored. And right here’s why:

Your different workers can’t ignore it

They’re caught selecting up the slack for the lacking employees member, serving to with duties they usually may not should do. And that’s hectic for workers, particularly those that are already stretched to the max.

Your organization’s repute is at stake

When workers aren’t doing their half, the complete crew might fall behind on assembly deadlines. In some circumstances, that would imply dropping a worthwhile contract or incomes your organization a repute for not delivering a services or products on time.

Absenteeism impacts morale

Over time, the scenario can breed resentment and disengagement amongst workers and bitterness towards you, their employer. Your workers might marvel why they work so exhausting, when one explicit worker suffers no repercussions for his absenteeism. Or escalating bitterness might provoke an argument between downside workers and their co-workers.

Merely put, absenteeism is a giant deal for enterprise leaders. And when you think about misplaced productiveness, morale and momentary labor prices, the value of absenteeism grows much more substantial.

The problem of addressing poor worker attendance

If absenteeism is so problematic, why is it so exhausting to deal with? Typically, enterprise leaders simply don’t grasp the enormity of the problem. They don’t see how extreme absenteeism impacts different workers and their enterprise till it’s too late. Or they carry up the problem of absenteeism with offending workers – and take their phrase that they gained’t miss work once more.

The outcome? When there’s an absence of great penalties for absenteeism, workers gained’t take it critically.

7 steps to curbing poor worker attendance

You want a transparent and constant method to successfully curb absenteeism. Strive these 7 steps:

  1. Put it in writing. An worker handbook is an effective way to spell out your coverage on absenteeism, in addition to the reporting course of workers ought to comply with in the event that they’re late or absent. State the implications of extreme absenteeism — together with the potential for termination. Even higher? Share this coverage when onboarding new employees, so everybody is aware of your expectations from the outset. (You might also wish to take into account having new workers signal a press release acknowledging they’ve acquired a duplicate of the coverage.)
  1. Collect data. Earlier than you broach the topic of absenteeism with particular person workers, put together your self with examples and the dates and occasions they have been late or absent. With knowledge in hand, you could really feel extra assured in addressing the issue – and so they can’t deny it.
  1. Inform them you’ve observed. It’s OK to casually deal with the problem when it occurs. Right here’s a pattern script: “Hey, pay attention. I do know you confirmed up late a few occasions. It’s vital that you just get to work on time, and that you just come within the days you might be scheduled. For those who can’t, it’s much more vital to comply with our course of regarding absenteeism. Right here’s a duplicate you possibly can hold for reference.”
  1. Present your concern. When you’ve made clear that you just’ve observed, comply with up with one thing like, “Once we don’t hear from you want we’ve outlined in our coverage, we get involved that one thing might have occurred to you. That’s why it’s so vital to inform us.” Putting the emphasis in your workers’ wellbeing helps take them off the defensive.
  1. Open up a dialogue. Give them an opportunity to clarify and supply options. Their poor attendance report could also be the results of a much bigger difficulty. Ask: “Is there one thing happening that’s inflicting you to be late or miss a lot work? Is there one thing we will do to assist?” 
  1. Make lodging when applicable. If an worker has difficulties attending to work on time after dropping their kids off at college, for instance, you would possibly take into account permitting a extra versatile schedule. (Simply do not forget that, within the spirit of treating all employees equally, you’ll wish to develop a selected coverage and apply it throughout the board.)  Nevertheless, if a well being situation or household medical emergency is the foundation reason behind absenteeism, it’s sensible to seek the advice of an HR skilled instantly. This case must be dealt with delicately to make sure compliance with the Individuals with Disabilities Act and Household Medical Depart Act. On this scenario, there could also be a number of methods to deal with the issue, together with a employees member taking a go away of absence.
  1. Know when to take it up a notch. If the absenteeism or tardiness persists, it’s time for formal counseling. Relying in your firm’s construction, counseling might come within the type of conferences with the worker’s instant supervisor or an HR consultant. Lay out your expectations for attendance, and the intense, particular penalties for unexcused absences from work.

Summing all of it up

Poor worker attendance generally is a critical difficulty – one for which many enterprise leaders really feel unprepared to deal with. But with the above steps in thoughts, you’ll assist put the brakes on absenteeism, and doubtlessly make your organization a happier and extra productive office.

For extra ideas, obtain our free e-book, A sensible information to managing tough workers.