How To Handle Employee Absenteeism

The first step to managing absenteeism is managing expectations in the form of an employee attendance policy and procedure. There is an understanding that unplanned events come up once in a while.

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After all you cant force employees to show up to work on time.

How to handle employee absenteeism. Add an attendance policy to your employee handbook The specifics of your attendance policy depend a lot on your particular team and industry but here are some guidelines for what to include. Be sure attendance expectations are clearly set. Here are a few tips.

But instead of watching the costs of unexpected absences add up try this six step-process to reduce employee absenteeism. Employee absenteeism can be difficult to address once its become a habit or accepted behavior by your team. Your focus should be on solving a problem rather than punishing someone for breaking rules.

Tips for Managing and Reducing Employee Absenteeism. Regardless a manager can easily handle one or two absenteeism from work. Give the employee a chance to explain.

Recognize legally protected absences under federal laws. Hold return to work meetings or welfare meetings to attempt to gather information about the underlying cause of the issue. Beyond legal compliance there are steps employers can take to better manage or reduce employee absenteeism.

And youll find out what disciplinary steps you can take even in the most sensitive situations and strategies for addressing the most common employee absenteeism problems. Address the situation upon the absent employees return and inform them of attendance expectations. It is important to try to take the subjectivity out of managing absenteeism and to ensure that all employees are treated the same.

But all year round there are events that will warrant employee absenteeism from work. Here are our top 5 tips for dealing with a regularly absent employee. If the absences were due to a misuse of leave time or a violation of workplace policies let the employee.

Transformational managers are supportive show an impeccable work ethic and behavior that sets an example for the employees to follow them. One of the most effective ways to handle the problem of excessive absenteeism is by offering perks for those who come into work regularly and during a meeting be sure to mention that those who absent frequently can never be considered for any promotions. You must develop an employee attendance improvement plan design consistent attendance policies and provide a comprehensive solution for monitoring and controlling employee attendance if you want to significantly reduce the effect of employee absenteeism on.

If necessary choose an offsite location. When the absence is not addressed or addressed in an inconsistent manner lower morale can result. Before deciding how to deal with the absenteeism let the employee explain if there were any legitimate reasons for missing work.

It is essential to be consistent persistent and fair to all. Have a clear sick leave policy and communicate it Making sure you have a clear sick leave policy is vitally important and you should consider including it as part of your staff on-boarding processes. It could be sickness or other unforeseen emergencies.

Remember this employee is a valuable part of your business. This webinar will cover How to Handle Tricky Employee Absenteeism Problems. Meet with the employee privately.

British researchers found that transformational leaders and managers who put time and effort into knowing the employees personally are well equipped to handle employee absenteeism. Some absences and tardiness can be attributed to simple misunderstandings about the time work should begin. How to Deal with Employee Absenteeism.

The sales floor lunch room or an open cubical are not the right settings for discussing employee absenteeism. Create an employee attendance policy.

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