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5 ways to reduce absenteeism

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in Centerpiece,Leaders & Managers,People Management

employee absenceSay your organization has an attendance policy in place, but you’re still experiencing a high rate of absenteeism. It may be a good idea to get your managers and supervisors together to plan a strategy.

Here’s what others have done in similar situations:

1. Provide outlets for dissent

Not all absenteeism is capricious. When people are denied outlets for their job pressures, they tend to run from them. Managers or supervisors who don’t tolerate complaints force employees to bottle up pressures, which build up over time.

If you make dissent possible by encouraging people to speak up, hearing them out and, where feasible, acting on what you hear, they learn that they don’t have to escape from the workplace to let off steam.

2. Cut the drag of boring work

You can’t eliminate boring work. But you can try to reduce a person’s need to flee from it. Here are two suggestions to consider:

•  Expand boring jobs so employees can see th...(register to read more)

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{ 1 comment… read it below or add one }

Rachael December 14, 2015 at 12:10 pm

#2 is the big one because I think many employees call out of work simply because they are bored or they just don’t want to be there. Period. My former boss always tried distributing the work and that seemed to ease some of the borringness but then it caused some friction. Even to set up a meeting, he wanted you to work with someone else.

I have not yet heard of #3 but it is welcomed in my book! Some people will not like it (especially the one who calls out every other Monday, no joke!). Extra pay is always a motivator in the workplace.

But unfortunately, that does not eliminate the fact that the employee still does not want to be there or does not enjoy the work. They are only tolerating it better because of the extra pay.


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