Hello, I am Bilal from Pakistan. I just want to improve or update the techniques used to minimize absenteeism. I am very successful in discouraging absenteeism, but I want to plan in a way that it never becomes a habit. With motivation and a healthy, friendly working environment, I aim to prevent absenteeism. Please help me out.
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Hello Bilal,
Welcome to Citehr.com!
Hello, I am Bilal from Pakistan. I just want to improve or update the techniques used to minimize absenteeism. I am very successful in discouraging absenteeism, but I want to plan in such a way that it never becomes a habit. Motivation and a healthy, friendly working environment are essential. Please help me out.
It is more difficult to find employees who have a strong work ethic and are willing to put in a "good day's work." Many people say, "I hire for attitude and train for skills." That philosophy is as outdated as carbon paper when you consider today's work environment.
Today, there are more jobs than people. Employers now say it's tough to find either the attitude or the skills.
First, accept the fact that we need to manage people differently today. What worked yesterday is the very thing that will get us in trouble tomorrow. Further complicating the matter is that you can't treat everyone the same. With each new employee you hire, they bring a totally new set of expectations, needs, and problems. It takes more time and skill to manage today's workforce. Bad managers are the biggest cause of high turnover, low attendance, and low morale.
If you have people with good attitudes and good work ethics, count your blessings and make sure you take good care of them so they don't leave you for someone else.
Here are a few ideas to think about:
1. A steel company has a unique pay-for-performance compensation system. Employees earn money based on their individual productivity. Employees are paid a lower than industry average hourly rate. On top of that, they receive an additional bonus if they exceed hourly quotas. For example, the steel industry average says an individual should be able to straighten 10 tons of steel an hour. Therefore, the company's goal is to straighten 8 tons an hour, and for every ton over 8 tons, they get an additional 5% bonus. However, to qualify for the bonus, they have to meet the following requirements:
If they are late to work, they lose their bonus for the entire day.
If they miss a day of work during the week, they lose their bonus for the entire week.
As a result, the company's productivity took off like a rocket. Absenteeism rarely falls below 1.5% a year. The key strength of this program is employees see a direct correlation between what they do and their paychecks, a major incentive. Employees were working so hard the company decided to give them 4 non-forfeiture days a year. Even with this, only half of their employees use their 4 days.
2. Lottery System - One company uses a lottery system to reduce absenteeism. Only employees with no absenteeism during the month can participate. The lottery includes prizes such as a television, a bicycle, and so on. They were able to reduce absenteeism by 75% and reduce costs by 62%.
3. Play Poker - Another company improved attendance through a game of poker. Employees who came to work each day were allowed to draw one playing card. Those who attended all week owned five cards on Friday. The player with the best hand wins Rs. 500.
4. Try a Perfect Attendance Program - One large IT business has several excellent incentives for its 200 plus employees. Any employee with perfect attendance during the year receives Rs 2000, a car ride to a restaurant for a free dinner with their spouse, and a gift certificate worth Rs 1000.
These ideas won't work in every situation and could backfire if you are not careful. Keep in mind that good employees don't need the carrot and stick approach and might find these ways offensive, unfair, or unnecessary. The key is to know the individual needs of your workforce.
5. Be aware that workers who have childcare responsibilities find it difficult, if not impossible, to have a perfect attendance record.
Flexibility may be the best strategy. A better attendance strategy may simply include flextime for people who have children or parental responsibilities. Some businesses give their employees 5 personal days in addition to normal vacation times to be used any way the person sees fit.
I recommend that you conduct an organizational survey to find out the causes/reasons for absenteeism before you undertake the initiatives.
Hope this is of some help to you.
Cheerio,
Rajat
From India, Pune
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108Welcome to Citehr.com!
Hello, I am Bilal from Pakistan. I just want to improve or update the techniques used to minimize absenteeism. I am very successful in discouraging absenteeism, but I want to plan in such a way that it never becomes a habit. Motivation and a healthy, friendly working environment are essential. Please help me out.
It is more difficult to find employees who have a strong work ethic and are willing to put in a "good day's work." Many people say, "I hire for attitude and train for skills." That philosophy is as outdated as carbon paper when you consider today's work environment.
Today, there are more jobs than people. Employers now say it's tough to find either the attitude or the skills.
First, accept the fact that we need to manage people differently today. What worked yesterday is the very thing that will get us in trouble tomorrow. Further complicating the matter is that you can't treat everyone the same. With each new employee you hire, they bring a totally new set of expectations, needs, and problems. It takes more time and skill to manage today's workforce. Bad managers are the biggest cause of high turnover, low attendance, and low morale.
If you have people with good attitudes and good work ethics, count your blessings and make sure you take good care of them so they don't leave you for someone else.
Here are a few ideas to think about:
1. A steel company has a unique pay-for-performance compensation system. Employees earn money based on their individual productivity. Employees are paid a lower than industry average hourly rate. On top of that, they receive an additional bonus if they exceed hourly quotas. For example, the steel industry average says an individual should be able to straighten 10 tons of steel an hour. Therefore, the company's goal is to straighten 8 tons an hour, and for every ton over 8 tons, they get an additional 5% bonus. However, to qualify for the bonus, they have to meet the following requirements:
If they are late to work, they lose their bonus for the entire day.
If they miss a day of work during the week, they lose their bonus for the entire week.
As a result, the company's productivity took off like a rocket. Absenteeism rarely falls below 1.5% a year. The key strength of this program is employees see a direct correlation between what they do and their paychecks, a major incentive. Employees were working so hard the company decided to give them 4 non-forfeiture days a year. Even with this, only half of their employees use their 4 days.
2. Lottery System - One company uses a lottery system to reduce absenteeism. Only employees with no absenteeism during the month can participate. The lottery includes prizes such as a television, a bicycle, and so on. They were able to reduce absenteeism by 75% and reduce costs by 62%.
3. Play Poker - Another company improved attendance through a game of poker. Employees who came to work each day were allowed to draw one playing card. Those who attended all week owned five cards on Friday. The player with the best hand wins Rs. 500.
4. Try a Perfect Attendance Program - One large IT business has several excellent incentives for its 200 plus employees. Any employee with perfect attendance during the year receives Rs 2000, a car ride to a restaurant for a free dinner with their spouse, and a gift certificate worth Rs 1000.
These ideas won't work in every situation and could backfire if you are not careful. Keep in mind that good employees don't need the carrot and stick approach and might find these ways offensive, unfair, or unnecessary. The key is to know the individual needs of your workforce.
5. Be aware that workers who have childcare responsibilities find it difficult, if not impossible, to have a perfect attendance record.
Flexibility may be the best strategy. A better attendance strategy may simply include flextime for people who have children or parental responsibilities. Some businesses give their employees 5 personal days in addition to normal vacation times to be used any way the person sees fit.
I recommend that you conduct an organizational survey to find out the causes/reasons for absenteeism before you undertake the initiatives.
Hope this is of some help to you.
Cheerio,
Rajat
From India, Pune
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Absenteeism a Leakage for Lack of Employee Engagement & Unproductivity in India.pdf
Employee Engagement Study.doc