6 Ways To Reduce Absentees In The Workplace
Excessive number of leaves can be very expensive for a business in the long run due to loss of productivity and replacement costs.
If it is not addressed properly, regular offenders can set a bad example and create tension in the workplace for those who work properly.
Given below are the 6 ways you can reduce excessive number of leaves in your workplace:
1. Make sure your employees know what to expect from their jobs
Your employees should be well aware of the effects of high number of leaves. The most know the consequences that are faced by co-workers, customers and the business itself. This information should be made clear at the time of hiring of the employee and must be enforced through out the organisation.
2. Regularly check the attendance chart
Examine attendance records to see exactly how many leaves are occurring in your office. Try to understand any patterns that might occur there. For instance, some employees tend to take a day off on a Monday, Friday or around the time of a public holiday. There’s no law that prevents you from confronting an employee regarding regular leaves that forms a pattern.
3. Have a list of clear rules regarding leaves
Have a list of rules and procedures which are compulsory for everyone who takes a leave.
For instance, employees need to
- Meet directly with the boss or a figure of authority if they take a leave and explain the reason of their absence form work. It shouldn’t be enough to just leave a message at the reception. Your employees are far less likely to make up an excuse of a fake fever if they are obligated to meet with the boss the morning after.
- Are required to provide a medical certificate as an evidence for their illness.
4. Educate your employees on the consequences
Your employees should be aware of the toll that is experienced by the organisation and their co-workers when they are absent for too long. Your duty is to make sure they follow the guidelines, not judge whether or not the leave was justified. Only a doctor can find out if the sick leave was genuine or not.
5. Follow up at the time of return
When your employees return to work after a sick leave, make sure to be considerate rather than questionable. This sends a message to your employees that you are concerned about their health and that their absence was noticed.
6. Communicate to find out deeper issues
Show empathy and try to understand any deeper problems that might reside. High number of leaves are mostly just a symptom rather than the actual problem. Other than an illness itself, there can be many reasons for your employees to take a sick leave.
- Work/Life Balance
- Family Problems
- Issues relating to work environment
- Workplace harassment or bullying.
- Bad habits like alcohol or drug addictions.
It is essential that your communicate with your employees about the cause and root of the problem, before any disciplinary actions. Different problems require different strategies. For instance:
- Try to resolve any conflicts that might exist between your staff.
- Sometimes employees need to be shown how to work effectively and efficiently. Provide any training programs required by your staff to increase their productivity.
- As much as possible provide flexible working hours to help them balance their work and life.
- Introduce Your Safe Hub in your organisation for anonymous communication to find out any deeper issues relating to excessive leaves.