Deal with Absenteeism
As we've discussed, absenteeism is a minor problem that can snowball into a much larger problem. However, there are ways to deal with it.
1) Keep track of absences. Take note when an employee doesn't show up, and see if there is a pattern, i.e. if an employee calls out sick on Fridays or days with good weather.
2) Establish a firm policy, and make sure that employees are aware of it. Make employees call and speak to someone when they call out sick, not just leave a message. Ask employees to bring doctors' certification if the level of absenteeism becomes excessive.
3) Always give employees a "return-to-work" interview. The interview should make the employee feel that his or her work is valuable and that consequently, his or her presence was missed in the office. The supervisor should use the interview as an opportunity to explore reasons for the employee's absence and to express any doubts or concerns about the employee's attendance.
Comments
This article is such a terrible waste of writer's and reader's time.
There is no substitute for managers who are continually involved with their colleagues. This article confuses bossing with managing.
Maybe you could just handcuff the employees to their desk, that way they're never out of the office.
This article gives great tips on how to create a workplace that no one wants to work in.
Why not look for signs of absenteeism and look for why people are trying to escape? uh, if I had a boss that tried these tactics I'd be wanting to take time off to get away from him/her.
Maybe if more American companies offered a decent amount of time off, we wouldn't see so such absenteeism.
Agreed, this writer should have taken the day off, he/she brings shame upon his/her publisher. Tact, attitude, and respect for ones audience (which one rarely has complete knowledge or control of) necessitates more than a rough outline exuding demeaning arrogance - a kernel of an idea that could have developed into a good tip of the day. A wannabe managee.
Vicki Gerson, the original author of this work should be ticked off at a poor rip off.
www.nfib.com/object/35...
SHAME on this publisher!
Vicki Gerson, the original author of this work should be ticked off at a poor rip off.
www.nfib.com/object/35...
SHAME on this publisher!
Does anyone, these days, honor the contract they agreed to when they came to a company asking for employment?