Struggling with High Employee Absenteeism: How Can I Manage 80 Long-term Absentees?

Hello sir, I need your help regarding handling employees. I have a total of 150 employees, out of which 70 are actually present, and 80 employees have been absent for a long time. I am unsure of what to do; please help me. Thank you.

Hi Pooja, if those 70-80 employees were absent for a long time, have you considered them as absconded employees? Did you send absconding letters to them?

My HR did not send an absconding letter to that employee. What can I do?

Can you please provide the complete and full details so that the members can give the most appropriate and accurate suggestions? A few gaps need filling up:

1. What sector is your company in—manufacturing, services, telecom, etc.?
2. What do you mean by "showing absent for a long time"? "Long time" can mean anything depending on who decides the meaning.
3. Was this issue discussed with the employees concerned? If yes, what were the results or reasons given by each of them? If no, why not?
4. What is your locus standi/position in the whole matter?
5. What has been done so far about this issue by the company's management? If nothing, why not?

There's a quote: "If you want the right answer(s), you have to ask the right question(s)"—hope you got the point.

Regards,
TS

In addition to what Satheesh asked you, please share whether these are the same people who remain absent consistently or a different batch of people choosing to mass bunk at different points in time?

If you find that 50% of your employees are not coming to work properly, I would say it is a big and serious problem that demands immediate and serious action.

Now, in addition to the questions asked by our respected seniors above, I would also like to know about you, your role/designation, and the strength of your HR department.

In addition to the responses given by members, I wish to seek the following information from you:

a) Does your company carry out a manpower planning exercise? If they have conducted such an exercise, it would be possible to identify the actual requirements and recruit/retain people appropriately.

b) If it is an IT industry, there is a possibility that a percentage of employees are always kept as a reserve on the bench with a view to assign them to new projects as and when they are finalized.

c) Your company needs to conduct an attrition analysis if the retention rate is poor. The reasons as to why employees abscond from work need to be ascertained. Is it due to poor salary, improper working conditions, extended work hours without equivalent compensation, geographical location, or any other conditions that lead to their quitting employment?

d) Does your company conduct an exit interview process? (Applicable only if employees submit a formal resignation)

Only if you enlighten us on such aspects, will we be able to respond to you suitably.

Regards