Ok so employees’ being sick is a fact of life in the workplace, but what happens when it becomes a problem and what are measures you can take as an employer to stop it becoming unmanageable.
We have listed below 5 ways which will help you deal with it effectively:-
- Promote attendance
Why not praise and reward employees that don’t take time off. Obviously you don’t want people to feel they are doing something wrong if they are genuinely ill, but an incentive like this could encourage a more positive mindset about attendance.
2. Have a strict sickness policy
Don’t take a casual approach to people calling in sick, you don’t want to give the impression you are not that bothered and encourage employees to take days off sick. A policy which names a member of staff/HR Department who must be informed before 9.15 am by telephone on the day of absence for example, would make those that are fabricating their illness think twice.
3. Follow up absences
After a period of absence don’t let an employee slip back to work as if nothing has happened. Make it policy for them to have a meeting with their manager/HR Department to provide a clear explanation and any relevant proof of their illness, such as a doctor’s note. This is also an opportunity to identify any root causes in the workplace that you may be able to deal with.
4. Be flexible about working hours
Some people just aren’t up to working at 9 a.m. Others wake up some days unwilling to face eight hours in front of the screen. Would it be impossible for your business to operate if you let employees decide their own hours? It’s amazing what a difference it can have on absence.
5. Encourage employees to adopt a self-employed mentality
It’s not really a coincidence that self employed workers rarely have a day off sick. They take complete responsibility for what they do, so they are motivated to do a good job. Try to create some of that self-employed ethos in your workplace. Give employees control over their own work so they really want to be there to do it. As well as decreasing absenteeism this will create a positive can-do atmosphere in the workplace.
If you have any issues with sickness and absence and need some guidance, give HR Revolution a call + 44 203 538 5311 or email: firstname.lastname@example.org, we can help.
HR Revolution – www.hrrevolution.co.uk