Employee Absenteeism Part 1

Simply put, absenteeism is the failure of employees to report for work when they are scheduled to work.  An employee who reports to work late or is not at work as scheduled compromises the delivery of organizational objectives. 

It is essential for all organizations to understand the types and causes of absenteeism and the associated costs and to put a program in place to improve attendance.

  

COST OF ABSENTEEISM

• Decrease in Productivity
• Absent staff place an extra burden on the whole organization
• Time lost in the sourcing and training of new or replacement staff
• Morale and motivation issues can greatly decrease the productivity of staff
• Administrative Costs
• Increased supervisory and administrative costs in the monitoring and management of absenteeism program
• Increased costs associated with hiring replacement staff
• Financial Costs
• Salary costs for new or replacement staff
• Overtime payments
• Medical and insurance costs may increase

TYPES OF ABSENTEEISM

• Culpable
• Employees who are absent for reasons within their control
• Innocent
• Employees who are absent for reasons beyond their control

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Diversity: Involving People and Supporting Lifestyle

Flex-Management is a philosophy that includes a deep appreciation of individual differences and the understanding that equality does not mean sameness.  Here are the remaining two of four strategies of the Flex-Management model:

3.  Informing and Involving People

This strategy:

• Recognizes significant desire among people to be more informed about and involved in the workplace.
• Appreciates that some employees may not wish to be highly involved as some persons from different cultures may find it difficult to participate when their bosses are present or to assert their views in a group setting.
• Creates opportunities for people to participate.
• Helps keep communication open. 

Allowing employees a variety of ways to express opinions may increase their willingness to share information. If an employee finds it difficult to speak up in a group setting, because of cultural dictates, an organization can allow that employee to contribute in a one-on-one setting.

Making group participation mandatory sends a message that only one style of communication is valued and may discourage some employees from participating.

4.  Supporting Lifestyle and Life Needs

Since life needs and lifestyle preferences vary greatly, this strategy:

• Identifies people's needs and creating supportive options – ways to obtain needed assistance, such as child or eldercare or substance abuse counseling.
• Identifies ways to meet lifestyle preferences related to work hours, fitness, and facilities or leave options. 

Allowing employees the options of working flextime hours, job sharing, or telecommuting can meet family obligations and lifestyle preferences, resulting in a more productive workforce and higher employee morale.

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/