Statistics from the Forum of Private
Business show that dubious staff absences can cost small
businesses £1,618 per employee each year, and more than 10% of the
small business workforce were off sick for more than seven days at
a time last year. So what measures can you take to minimise the
number of days employees are absent?
Enforce strict absence procedures
In order for you to deal effectively with absenteeism, staff
should be very clear about your company policy.
A staff handbook is an ideal way to state policies. Areas such as
holidays, sickness and absenteeism should be included and clearly
outlined.
The handbook or procedures should cover the following:
What people should do when they are ill, such as who they should
notify
When they should notify you about any illness
When they need to provide a doctor’s note
What they should they do on their return
How much sickness time in terms of days is acceptable in any year
and what happens if this is exceeded
Documenting the number of days of absence and reasons for this
absence on a form is also a good idea, as it will allow you to
monitor the situation effectively and identify any potential
problems. It's important to identify problems early on so that the
situation can be nipped in the bud, rather than allowing it to
escalate.
If processes are in place and are well documented and
communicated, managers are able to act on correct information
rather than hunches or impressions.
Identify the reasons for absences
When an employee returns to work after a long period of absence, a
"return to work interview" should be carried out. This will ensure
you are taking an interest in your employees’ welfare, and will
make them realise their absence has been noted.
There is also a two-way benefit here – an informal interview will
give an employee the chance to bring up any problems or concerns
that could be the cause of absences. It’s also a good idea to
involve a line manager, as it’s important to create an atmosphere
where the employee can feel at ease.
Consider incentives to motivate staff
Causes for absence are most usually linked to employees’
dissatisfaction with their jobs or an unstimulating work
environment. Consider offering incentives that will encourage your
employees to turn up and be ready for work.
For example, you could offer extended lunch hours on agreed days,
promote healthy eating or even offer those who have a good
employment record an extra day of holiday each year. This can seem
like extra costs to take on, but it could save you more in the
long run. If you offer sick pay, consider whether your scheme is
motivational.
Think about introducing flexible working or policies that are
family-friendly – recent research has highlighted that this can be
effective with employees.
However, as with sickness absence, be sure to monitor stringently
the effectiveness of any incentives you put in place.
Top
|
|