Innovative Approach to Addressing Absenteeism
Sometimes, no technically sound solutions will work as there are always some exceptions to any rule. Only out-of-the-box thinking can work. Mine was one such successful one.
This company had around 25 workers and 7 staff. The general attendance was between 16 to 18 and 5. They had tried all sorts of incentives, but in vain.
Study Findings
The study revealed:
- Age was not a reason for absence.
- 80% of the employees were married.
- The travel distance was comparatively longer, around 45%.
- The educational statuses were more or less the same and hence not a reason.
- Behavioral attitude was also not a major aspect.
The transport aspect was another noticeable factor, as sometimes it took more than 2 hours to reach home. The incentives had not provided any scope for change.
At this stage, something struck me that only moral pressure could change their attitude. The best option would be family pressure.
Implementation of a Unique Strategy
I instructed to issue a sweet pocket to each person every day when leaving work. When the GM asked me how this would change their attitude when better incentives could not, I did not reveal my belief to him but asked for 15 days to experiment.
I followed up with around 5 honest workers without the knowledge of the GM. I requested them to go to absentees' homes, if nearer, and inquire about their presence and ask their families how they enjoyed the sweet every day. This is akin to letting the cat out.
If they had given the sweet and informed them that the company is giving sweets every day now, automatically their family members would start expecting it. A sort of pressure from the family.
If the house was not nearby, they would simply use the phone.
The ultimate aim was to put pressure on them from their loved ones. It really worked dramatically, and within about 15 days, attendance improved to 10 to 12, and within a month, it increased to 4 to 6. The lowest was only 3 and never reached 0.
Then we changed it to school notebooks or a sari for full attendance for 4 months, along with an attendance bonus and a full family outing within 100 km every year.
The results remained stable from thereon.
This is only a suggestion and worth trying. I do not give any guarantees, please.
Regards,
Muthukrishnan
Considerations and Cautions
Major issues faced by the employees include pressure. This trick may work on newly joined employees, especially those post-college, and those with bad habits like drinking and gambling.
However, if an employee has genuine issues resulting in absenteeism, I do not support pressurizing them. Health concerns, both physical and mental, must be considered. Awareness of the employee's situations or crises, such as diabetes, high blood pressure, thyroid issues, and infections, is crucial. These health issues can lead to physical and mental imbalances, affecting moods and strength. Pressuring diabetic or hypertensive patients could have severe consequences, potentially leading to death, especially when their family environment is unknown.
Consider a female employee—a simple inquiry from the company could lead to significant problems based on family assumptions. Despite being subtle, most families are very protective of their female members. Such an inquiry could result in prolonged difficulties for the employee.
In summary, nearly 85 out of 100 employees face daily challenges, with 60% experiencing various stages of depression. Additionally, there are school complaints and numerous other issues. Employees must find moments to smile amidst their struggles.
Ordinary employees are not inclined to tarnish their reputation by frequently missing work unless they are categorized as work-thieves. It is crucial to understand what employees are going through before taking action against their behaviors.
I sincerely request that if anyone considers following such steps, they must think about the consequences and conduct thorough research to understand the employees' situations before deciding on a suitable solution.
Have a nice day.