Managing Absenteeism At Work

5 Pages 1296 Words

Managing Absenteeism at Work

With each new employee that is hired, they bring a totally new set of expectations, needs and problems. It takes more time and skill to manage today’s workforce. Bad managers are the biggest cause of high turnover, low attendance and low morale. Absenteeism and lateness are two of the most costly and disruptive employee problems faced daily by all business operations.
Flexibility may be the best strategy.
A better attendance strategy may simply include flexi-time for people who have children or parental responsibilities. Be aware that workers who have child care responsibilities find it difficult, if not impossible, to have a perfect attendance record.
However, before we begin, a definition of "absence" must be established. For the purpose of this report, an absence refers to any time an employee is not on the job during scheduled working hours, except for granted leave of absence or holiday time. Scientifically speaking, absenteeism as a disease that appears whenever a company fails to inoculate itself with sound management practices.
To cure excessive absenteeism, one has to know the exact causes and then examine the available, workable and proven solutions to apply against those causes. Remember that a window of opportunity won't open itself.
Establishing The Facts
To embark upon a successful reduction of absenteeism, you need to make sure you have some basic information and facts about absenteeism in your company. Consider the following questions, and as you begin to dig for the answers, you likely will become aware of many ways to address your problems.
Getting to the Root of the Problem
Your responses to the following questions should give you food for thought and direction for combating absenteeism. If you have not yet made it a policy to keep track of absenteeism, your first step now should be clearly mapped out for you.
As a next step, consider the following four questions, which s...