Effectively Managing Employees with Attendance Issues
Your employees’ attendance is your calling card and the best way to grow your business in the most favorable light. While a prospective employee will ultimately contribute to your business in terms of performance and productivity, attendance is important. This information helps promote a favorable environment within your business so that your employees are on time and working to their full potential.
Encouraging good attendance begins with setting goals or expectations through a clear cut business plan. When should the employees start to work every day and what flexibility do they have in terms of timings, all these details go into the plan. Are your employees aware of the attendance requirement? The way you communicate regarding this matter is almost as important as the growth of your business. When addressing your employees, give primary consideration to what they are expected to do. Most employees will be on time and others need some extra push on attendance.
Your goal is to present the guidelines and make the employees follow them. This holds good for matter like attendance as well. When there are issues, it is better to focus on those issues rather than punish for the absence. Depending on the nature of the issue, you may want to work with the employee and ensure the most professional way of handling it. This is crucial when the employee is otherwise in a good-standing and contributing to the business productivity. Your guidelines will introduce attendance requirement and focusing on the issue will pay off in the end.
When employees are late, talk to them and make sure that they don’t accept absence as a norm. Gather information on attendance through their records and note days they were absent as well as the reasons. Reviews those records personally with the employees and remind them of the business expectations on the spot. Make them understand the disadvantages of taking leaves and how it would affect the rest of the team. Work with them to come up with a solution, identify the factors that are making them miss the work and make an informed estimate of the chances of their success.
Better yet, gently remind them to set their alarm to an early hour. This plan will work well for an existing long-term employee as a new one. Think carefully about every word you say, how you handle the issue, and how the various details on the record and your solutions must fit together to form a viable idea. For example, if an employee is late due to a child’s school time, consider adjusting their start time to a different time slot if possible. Crystallize their requirements and commit them to record so they can be evaluated at a later date.
If one employee is offered a choice, make sure the rest of them are fine with it. In essence, be fair in managing attendance and avoid discriminatory practices. Evaluate your solutions, document your conversation and follow up to make sure that there is improvement. Normal corrective action should only be exercised if the attendance issue persists even after many sessions of trying to work out the solution with the employee. It is also important to establish realistic, attainable goals when it comes to attendance.
Sometimes, there may be underlying cause such as a health issue that is preventing the employee from getting to work on time. In such cases, Americans with Disabilities Act allows to have a reasonable accommodation. It is the duty of the employer to maintain an ongoing process of investigating, and evaluating such information, identifying needed resources for such employees, setting flexible time and preparing a road map for achieving them without conflicts.
Employees who have health issues that make them run late to work may also be eligible for a leave of absence under certain laws. The employees may also qualify for intermittent leave under FMLA to recover through an ongoing treatment. Employee guidelines for attendance are exactly what they are, detailing what the employees are expected to do, how management intends the employees should behave and of greatest importance, why it is expected that employees need a good attendance record.
Those who have personal business to attend may be interfering their normal work hours. The companies that have restrictive attendance policies are likely to face more instances of employees calling in and pretending to be attending personal business. With flexibility to those policies, employees will be able to schedule time off in advance and provide accurate reasons for the absence as well.
To be Effective
The company’s policies must detail when and for what reasons the employees can take leave and how they should notify prior to taking the leave. Managing employees with attendance issues requires time and effort, but the task is certainly not beyond the reach of any business.
Article provided by NECHES FCU, with convenient locations in Beaumont, Lumberton and Bridge City.
Neches FCU is a Texas Credit Union with an attentive team of professionals ready to serve their 45,000+ members. Every day, at their service centers, the core objective of “Ultimate Member Satisfaction” becomes the imperative for every representative. They are known for a dynamic and fast-paced work environment, delivering a memorable service experience, and where clients are known by their name.