Dear friends,
How can we reduce absenteeism? As a manufacturing company, our absenteeism rate was previously 10-12%, but over the last two months, it has increased to 18-25%. Although we provide monthly Attendance awards and counseling to those who are regular absentees, the data indicates that these efforts are not effective. We are seeking additional tools and techniques to address this issue.
We would appreciate any suggestions you may have to help solve this problem promptly.
Thank you,
Vivek
From India
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2How can we reduce absenteeism? As a manufacturing company, our absenteeism rate was previously 10-12%, but over the last two months, it has increased to 18-25%. Although we provide monthly Attendance awards and counseling to those who are regular absentees, the data indicates that these efforts are not effective. We are seeking additional tools and techniques to address this issue.
We would appreciate any suggestions you may have to help solve this problem promptly.
Thank you,
Vivek
From India
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Publish the company's expectations in each area through the supervisors. Impress on employees the need for commitment as well as their moral obligation to come to work every day on time. There is a moral contract between the employer and the employee - a fair day's wage for a fair day's work. Obviously, some employees don't want to uphold their part of the bargain. In those cases, it may be time for a higher level of discipline, including termination. If you don't nip the problem in the bud, it will spread like weeds.
From United States,
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From United States,
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“The beatings will stop once morale improves”. Exhortations such as this will not improve the situation. First, I suggest you gather the facts. Plot the rise in absenteeism. Is absenteeism seasonal, or exhibit some other kind of variation? If so, there may be no need to be overly concerned. Was there a sudden rise in absenteeism? If so, can this be correlated with some other event – a popular manager leaving, layoffs in the industry, etc?
What sections or departments are exhibiting the highest absenteeism rates, or the steepest increase in rates? It would be unusual to see all sections of the company increase in absenteeism at the same rate at the same time. If so, look for external factors. If there are varying rates, which sections are exhibiting unusual increases, and then concentrate on those. Applying a blanket cure to the whole company when only one part of it needs it will only waste resources and possibly demotivate others.
I hope you are getting the picture. First get the facts. The next phase is the diagnosis. In looking for causes, you have a number of options. For an overall and consistent increase in absenteeism across the company, analyze external, environmental and company-wide factors.
For localized increases, use employee surveys and focus groups with managers and employees (run separately). An important source of information is the individual employee. For those employees exhibiting high levels of absenteeism, get their manager to conduct a casual one-on-one interview to uncover the real reasons for leave. If there are low levels of trust between managers and employees, these interviews could be conducted by HR staff.
Most importantly, don't assume that the high level of absenteeism is the employees fault. There may be a new production machine, for example, that is giving off toxic fumes. Or there may be a new manager expert in bullying employees.
Once you have completed an accurate diagnosis, then and only then, design and roll out a mitigation plan. And make sure that what is implemented will actually cure the problem.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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What sections or departments are exhibiting the highest absenteeism rates, or the steepest increase in rates? It would be unusual to see all sections of the company increase in absenteeism at the same rate at the same time. If so, look for external factors. If there are varying rates, which sections are exhibiting unusual increases, and then concentrate on those. Applying a blanket cure to the whole company when only one part of it needs it will only waste resources and possibly demotivate others.
I hope you are getting the picture. First get the facts. The next phase is the diagnosis. In looking for causes, you have a number of options. For an overall and consistent increase in absenteeism across the company, analyze external, environmental and company-wide factors.
For localized increases, use employee surveys and focus groups with managers and employees (run separately). An important source of information is the individual employee. For those employees exhibiting high levels of absenteeism, get their manager to conduct a casual one-on-one interview to uncover the real reasons for leave. If there are low levels of trust between managers and employees, these interviews could be conducted by HR staff.
Most importantly, don't assume that the high level of absenteeism is the employees fault. There may be a new production machine, for example, that is giving off toxic fumes. Or there may be a new manager expert in bullying employees.
Once you have completed an accurate diagnosis, then and only then, design and roll out a mitigation plan. And make sure that what is implemented will actually cure the problem.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
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Overcoming Employee Absenteeism and Tardiness.pdf
Employee Engagement Study.doc