Minimize the problem from the outset. By educating, tracking and warning people, you’ll reinforce the need for everyone to show up.
Use these preventive measures to keep in check:
Get specific. During , avoid vague characterizations of an employee’s attendance record. Labeling someone as “somewhat reliable” or “often absent” leaves room for interpretation.
It’s better to plug in hard data: the number of workdays since the last review along with the number of unexcused absences during that period. Express it as a percentage (“You did not show up 16 percent of the time”) and state your expectations in terms of percentages that are acceptable and excellent.
Document all violations. An otherwise fine employee fails to show up for work. Six hours later, you learn what happened and you’re tempted to let it slide. Don’t.
Even if the individual has a great excuse for not calling in, you should document the incident and add it to the personnel file. Explain that you treat all unexcused absences consistently—and that means writing up each of them. That way, you build a paper trail if you eventually opt for employment probation.
Explain what’s at stake. At staff meetings, help employees see the repercussions when they’re absent. Don’t nag or preach. Just walk them through the costs, from lining up temps to shoving more work onto beleaguered co-workers.
Follow up. When a worker returns from an absence, do more than say “Glad you’re back.” Ask some gentle, nonthreatening, forward-looking questions. Examples: “What do you think will prevent this from happening in the future?” and “Can we rely on you to be here every day as things heat up?”
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/6610/manage-absenteeismwhile-you-can "
- Three-Day FMLA incapacity can span regular days off
- You must grant FMLA leave for employee who must care for badly injured adult child
- What's up, doc? How to collect medical info under new FMLA rules
- Lessons from the court: job evaluations, break-time pay
- Does your wellness program clash with new genetic bias law?