Employee Absenteeism is not having an employee. Its a major problem faced by virtually all companies of now. Workers are absent from work and the job suffers. Work delay and absenteeism of workers from work lead to spine logs, piling of work. There is a variety of legislation been enacted for safeguarding the interest of Employers and Workers but they too have different constraints.
Absenteeism is of two types –
Innocent absenteeism — is just one in which the employee is absent from work due to real cause or motive. It may be due to his illness or personal family issue or some real reason
Culpable Absenteeism — is one in which a person is absent from work with no genuine reason or cause. He can be pretending to be sick or wanted a vacation and stay in your home.
The employers have got every right to enquire as to the employee is absent from work. If an employee is absent due to sickness he ought to be able to create a doctor’s correspondence as and when required.
There are various reasons for Employees to Stay absent from work –
Insufficient gratification from present work
Poor working conditions
Dominating Boss & Seniors
No growth prospects in the present Company
What a company can do
Its the responsibility of a company to find out as to why his employee is absent.
There are various steps a company can take to reduce absenteeism –
Talk to workers That Are absent and find out the problem
Take steps to protect the interest of employees
Check from time to time that no employee is treated by seniors.
Worker absenteeism is confronted by every company whether large or small and every one has its own methods of decreasing absenteeism. There is no one fit in the formulation for every Company.
Employers can deliver a few changes in working conditions and give incentives to workers to motivate them to do the job.
After shooting all the measures if an employee isn’t motivated and still remains absent from work then things have to be taken seriously.
Employers may confront the workers and provide him warnings in verbal in addition to in writing and at last dismiss the worker from work.
Absenteeism is a large problem and in fact, it needs to be controlled. No company can flourish with workers that are non-cooperating. An employee must understand that if a company prospers he also gains concerning bonuses and salary. Before shifting jobs, an employee should discuss his issue and try to sort it out. It could happen without finding any solution to 20, he may face the same problem again and again.
Employers pay a high price for absenteeism, often more than they may realize, regarding both financial and production losses and employee morale. Managers may view the tasks of finding a substitute employee as short-term annoyance absenteeism frequently has more serious effects. Employers can, nevertheless, ensure that employees report in regularly and remain at work.
Better office direction
How do we characterize a good workplace? Is it very good workplace management’s presence? Is having supervisors practicing good management skills really sufficient to ensure this? Let us try to define what an office that is fantastic is by looking in its antithesis.
A poor workplace has a higher rate of turnover. It is easy to know why workers would want to leave a poor work environment. This type of location causes work-related pressures that leave employees. The reasons for this vary. The office’s physical environment in itself could be unsatisfactory. It might be that the responsibilities given are not clear. There are not any feedback dismissals and promotions. Another reason might be the typical complaints about wages not being fair. Or, workers may feel that they are not going anywhere due to the lack of opportunities for career and personal development.
In this location, managers additionally complain of becoming burnt out. This is normally because they have little or no support at all. Their duties may be uncertain or they might be given goals that are changed without notice or explanation. In addition to that, they have to manage subordinates who lack motivation and are thereby incompetent. Even with their unmet personal expectations, being supervisors, they need to manage other people’s expectations of them. Who would not be stressed out from all of these? Click here to get started.
A bad workplace then has frustrated staff members. They don’t have any motivation to work so they’re often tardy, call in sick, or fail to report to work. Needless to say, a poor workplace leads to other outcomes that are disappointing and productivity, including maybe a marriage of employees.
The lack of any cited previously, even better, the opposite of all of those is what we call a good workplace. Such companies enjoy high productivity and quality products and/or solutions. Instead of hostile employees, they are cooperative because they practice fairness and provide opportunities for expansion and feel secure. Ultimately, instead of turnover, they get high customer satisfaction. So, what makes them better? Listed below are a few best practices that offices that are inferior can learn from them.
One difficulty that management faces is Awareness. A fantastic spot to work in is one whose mission, vision, and plans are clearly mentioned. They kept up to date are documented, and are conveyed. Open communication is practiced. Misunderstandings are diminished because everyone is free to approach anyone to make a proposal or to ask a question. The management policy states how they operate and how they wish to relate to employees. Therefore, responsibilities are also conveyed and are clear. With regard to opportunities, in performing their jobs, many are made to inspire managers. Ineffective leaders have been relieved of the management functions.
The best way to reduce worker absenteeism
Before employers can establish the best approach to fight absenteeism, they must determine the organizational and individual factors that contribute to the problem. One of the most common potential problem areas companies need to research are the following:
Job satisfaction: Employees who like their job are more inclined to come to work than those who find employment unstimulating.
Work attitude: Some workers come to work no matter how sick they feel, while some call in sick no matter how well they’re feeling.
Business culture: If management’s attitude is lax and absenteeism is accepted as a standard practice, the organization’s culture might have to be changed before attendance could be improved.
Excessive rates of sick leave: As a few insurance firms are now doing, companies need to monitor sick leave rates and reward employees using fewer sick leaves.
As soon as you know the cause of absenteeism in your organization, it will become easy for you to correct, or decrease the issue. But you’ve to do your homework.