Here’s How HR Leaders Are Reducing Employee Absenteeism

To reduce the number of employees absent inside an enterprise, the team manager must go beyond the surface and go a bit deeper to uncover the root causes–be physical or mental that affect employees the most to assist them in improving their performance.

If you encourage open communication in the safety of a space, the employees will be more willing to talk freely about the things happening. Below, 11 experts from the Forbes Human Resources Council give their best tips regarding alternative methods to improve attendance at work.

Forbes Human Resources Council members offer their insights.

1. Find The Root Cause

I would suggest looking into the details to determine the root causes behind the absences. Are they physical, mental, and rooted in a problematic cultural context or triggered by external causes? I’d then look at the data set and pass it through the department to discover the issue’s root. Then you’ll have a more well-informed strategy that targets the most critical areas and track the progress. – Katya Laviolette, 1Password

2. Concentrate on the Three P’s

There aren’t any quick fixes. However, leaders have the ability of the podium to inspire pressure and alter perception. One approach is to concentrate on the three P. Determine the change goal, prioritize it, and then hold the limit. Create widely shared performance metrics to track the progress made. The first one is harder than it appears. The second one is a sign of the importance of it to you. The third is the one that will help you keep going. – Ed Manfre, Heidrick & Struggles

3. Offer A Good Health And Wellbeing Program

Set up a wellness and health program in place. Healthy workers can be more efficient and less likely to miss work. Include family members into the program for employee health and well-being as well. The following are the names: Dinesh Sheth, Green Circle Life

4. Set Up A Secure Space In Which To Talk

Absences happen. They’re an aspect of working life but opening the communication lines between team members and managers can reduce the number of absences. Employ managers to create the right environment for people to openly discuss why they’re absent because there is no shame in being embarrassed to be missing. Reframe the situation internally using communications and watch others shift as well. — Kelly Loudermilk, BuildHR, Inc.

5. Develop A Community Of Trust

I believe that businesses can tackle the issue of excessive absences from work by creating an environment based on trust. Instead of imposing excessive force in line with an employee policy, understanding why employees want to stay away from the workplace can provide valuable information that can significantly impact. It doesn’t matter if it’s reasons related to work or personal it is essential to ensure that employees feel comfortable to discuss their experiences. – Matthew Brown, Schoox

6. Flexible PTO

Unplanned absences are less likely when employees are given ample paid time off that can be used to meet their expenses and know that it’s acceptable to take advantage of their time. A flexible and effective pay-for-time off program is a great way to encourage employees to inform managers of the time they’ll be unable to work. This helps employees have peace of mind and permits managers to plan for the proper protection during an absence. – Jennifer Marszalek, Revolution Global

7. Make The Handbook Rules Available To employees

Every employer must ensure the absence rate of their employees is typical for their region. If you observe it’s not, then you have to change it! You only get what you give. Create a points system that assists employees in keeping on track and allows the employer to support them and reduce absenteeism simultaneously. Create a handbook that explains the guidelines while making the change with an empathetic smile. – Melissa Bolton, JB Martin

8. Take Care to Practice

I prefer using an acronym called CARE. It’s a combination of precise communication of expectations and shared accountability between the manager and employee to establish a culture that is based on trust. It’s about encouraging positive behavior that promotes high attendance and compassion because we’re all human beings who want to be treated as individuals. Clear policies are also essential; however, it’s about creating a compassionate culture. — Nicole Fernandes, Blu Ivy Group

9. Provide Some Help

Absence management software can detect the patterns that lead to absences, opening the way for discussions with the employees affected to determine the reason for their lack. Maybe they require more help in managing their work load or may be experiencing issues in their personal lives that they’re having difficulty with. Whatever the case having an honest and open conversation can help you figure out the root of the issue. Begin by looking at the following. – Alan Price, BrightHR

10. Go Remote

Be a part of the future of telework as a part of the workforce. Although the pandemic has demonstrated that companies can be successful remotely, many companies are beginning to adopt the hybrid model. This may stem from prior working habits instead of what is the best for an employee’s work-life balance. — Nakisha Griffin, Neustar Security Services

11. Avoid Forming Bad Habits

Employers should develop an explicit policy on employee attendance, which is communicated to employees, monitored, and enforced on an ongoing basis. If employees are aware of the expectations, rules, and disciplinary measures, They are better accountable for their behavior. If attendance issues occur, the leaders must be honest and consistent when dealing with the problems. Do not let bad habits develop by staying clear of them. – Niki Jorgensen, Insperity

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Samatha Vale
Samatha a senior writer for HC's entertainment team. She is an entreprenuer, mother and an excellent writer. She's also an avid reader, music enthusiast and all around inquisitive person - which is just a nice way of saying she's nosy.

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