Absence, unsurprisingly, figures large in the bottom line considerations of most businesses and organisations.
Often there are two key ways to solve the problem, the ‘carrot and stick’.
That is, to offer incentives to come to work more regularly (!) and the alternative is to ‘beat up’ your people to scare them into popping in to do a bit now and then.
There is a third way – a much more value-creating way. The third way that has stimulated an article from me and a new web page, both of which will be ready shortly.
Absence, in my experience, is caused by a number of things, all of which can be relatively easily resolved, but take some key action steps on the part of managements dealing with the matter.
Here is a top level list of ten things you can do which will significantly improve attendance (note the positive spin!)
- A clear system, communicated and understood by all as to how absence will be managed.
- A commitment by all involved in this process to deliver fairly, consistently and without fail.
- A culture which is supportive, encouraging and developmental for every one of your people.
- A management sensitivity for when things are not right with each member of their team.
- Those accountable for managing the absence process actually do it, visibly.
- Every one is given valuable work to do, and is appreciated for it.
- Boredom is ruthlessly targeted in whatever radical way possible.
- Challenging opportunities are provided for everyone who needs new goals and opportunities.
- Management recognises early on whether their people are having to work in unjust conditions and this gets fixed quickly.
- Employees work the hours they are contracted to and encouraged to get off home after that (and take all their holidays).
It seems a simple enough thing to achieve, but in many, if not most organisations, absence management is achieved poorly at best and at worst, contributes to an overall decline in morale and motivation.
That’s because the organizational culture sucks!