Five tips to Manage Absence At Workplace



Five tips to Manage Absence At Workplace

April 3, 2018

Taking a closer look at an employee’s absence – it does cost a significant loss to the company. There are many who say that the cost is minor but depending on the leave duration, if not the monetary value, the work does cost enough.

In this world that is full of surprises, organizations often get one from an employee who needs a day off from work. The reason could be anything from sickness to personal duties or even a long-term maternity leave. Though some can be a planned leave, some turn out to be unexpected, whatsoever, it does cost the organization something every day.

To support your company from this loss, here are five outlines that could help you manage a staff’s absence in your organization.

Sick Policy

Not every company has a perfect policy for the betterment of its employees. It is necessary for the management to give a balanced work life to its staff to upsurge the productivity. If the employees are not sure or are unaware of the provisions provided by the company, at the time required, they will not be able to avail it. The sick policy and the leave policy should be mentioned in details so that the employees will be aware of the procedure to take the benefit of the policy. Also, the management should provide sick leaves and be lenient to approve an employee’s absence during emergencies.

Track the Absence Pattern

With the technology that is setting in, various opportunities are available to cater information that could not be availed before. By bringing in such a development, the HR can review the performance, track the absence pattern and can overview the aids provided by the company. This will help the company to bring in policies with the latest requirements, watch on the short term requirements at the time of an employee’s absence and can look closely at the reason for mass absenteeism. Although the technology will be providing data, it is the HR who has to review and improve the absence management in the organization.

Keep In Touch

Some employees take a leave for two days in a row and while some might be absent for more than four weeks. It is the responsibility of the HR to keep in touch with the employee when he is absent from work. In case, an employee has taken a two-day leave and has not reported post leave, the HR should obtain information regarding the employee and keep a track on his absenteeism. For the employees who have a long leave approved, the reason could be for sickness or for any personal reason, the HR needs to keep in touch with the employee and take updates regularly. Or, being the HR, you can inform your employee to update the organization regularly at the time of his absenteeism.

Reason Behind the Absence

This is obvious that an employee will be sharing the reason for his planned leave with the HR, but in case of an emergency, if an employee takes leave – it is preferred for the HR to know the reason behind it. This will give a benefitted lead to the employer as well as the employee. The employer or the management of the organization will be aware of his absence, and if required, they can provide help to him. It may also seem to the employee that the organization values his attendance and he is liable to the company. However, if there is a policy that can benefit the employee, the HR can assist him accordingly.

Build a Return Process

Let’s assume that an employee has taken leave for more than six weeks, or even lesser than that. During these days, your company’s business plan may changes, or movement within the department happens. Here, you cannot let the absent employee discover the entire scenario on his own. Firstly, he might not be given a detailed information and secondly, listening to various people, he will be confused with the company status. Now, to avoid such circumstances, it is advised that the HR schedules a meeting with the manager or the management officials to give the current insight of the company. Alternatively, the officials will be able to understand the condition of the employee if he had some serious health issue and might want some assistance from the company. Employees returning can have a structured plan regarding work and also feel secured after taking up work more quickly.