Simple Guidelines to Reducing Workplace Absenteeism
One of the challenging things for a manager is to not have their employees showing up at work. Fixing the problem requires identifying the cause. One common cause of employee absence at work is injuries. This is particularly true if your work involves using dangerous equipment such as fabrication or welding. There are many causes of absenteeism, and we will address several.
Simplify Safety Code
To reduce the incidence of injuries on the job, have a clear safety procedure. Train all your employees. Do not hire employees who are not willing to comply with safety regulations. One of the first jobs of the hiring process is to look above personality and at actual character. Many hiring managers base their decision on the outward performance of the candidate, but the inward attention to reliability is equally as important. Do not just hire someone because they charm the hiring team.
The safety policy should be simple. Many workplaces have huge textbooks of meaningless procedures that do not really help in reducing injuries. Have clear info-graphics and simple instructions in the hiring packet for every employee. According to CBS, it is more costly to have frequent short absences than infrequent long absences. The reason is it causes schedule churn to have chaotic short absences occurring on a regular basis.
Have a limit on how many hours employees can work each week. That way the over achievers do not hog the schedule. Many businesses excessively rely on the over achievers, who are usually stressed out and tired from doing the work that the other employees do not. Have a clear and fair standard. Encourage the lazy people to work more through rewards or incentives, and encourage the harder workers to take more breaks to increase the quality of their work and attitude. Make the vacations long and generous. Do not make them too frequent.
Many employees cop out of working because they are dissatisfied with working conditions. A wise HR manager should have a personal file that clearly details every employee’s strengths and weaknesses. They should also use vacation request forms that are simple for staff to work with. Use the employees who are strong in appropriate areas as tools.
If you lean too much on the over achievers, you will have a bunch of stressed out and angry over time people while simultaneously paying time off benefits to the idlers. In order to understand your employees and why they are becoming absent, it is helpful to have a good knowledge of organizational psychology.
Myers-Briggs used the Swiss Psychologist Carl Jung’s work to develop 16 core preference styles that people have in brain functioning. Every person can access each mental traits, but every person has a tendency to prefer one over the other. Know what your employees’ are good at by testing them during the on-boarding process.
An excellent free resource is UClA Professor Dario Nardi Ph.D’s keys2cognition assessment. Once you have your employee’s XXXX brain code, take it to the quality analysis site 16personalities to get a clear read on how you should use your workers more effectively.
Workers who might tend to be lazier than average, based on their Myers-Briggs qualification, should be employed in creative and flexible positions. Keeping them moving is the secret to getting them motivated. Workers who over achieve should be encouraged to rest more frequently, so that they do not have a negative attitude that spoils your team’s atmosphere.
Another powerful strategy for encouraging worker productivity is gamification. This is simply setting rewards and strategies for your workplace. Have points and incentives that give employees a reason to come into work each day. Have competing teams. Reward your employees when the company turns a profit. Incentivizing good behavior tends to encourage it. Not all employees are motivated by money, so have intangible benefits, like a food tray or gift cards. These gamification strategies can greatly improve how much your employees actually want to be at work.
Communicate and affirm your employees. Many employees report that their managers treat them like cogs in a giant machine. This tends to encourage the cogs to disconnect from the apparatus. Oiling the cogs makes it more likely for them to stay in motion. Human relationships are more highly valued in Eastern cultures, but that does not mean you and your team cannot practice it as well. Make a point to care about your employee’s families, and know how they are doing.
This article provided by Neches FCU, with locations in Port Neches, Nederland and Beaumont.
Neches FCU is a trusted Texas Credit Union and has a courteous and attentive team of professionals ready to provide services to our members. When its doors open at any of the several service centers, the mission of Ultimate Member Satisfaction becomes the imperative for every employee. They are respected for a personal, dynamic and upbeat work atmosphere, providing a memorable service experience, and where members are known by name.