Maybe you’re the kind of business leader who prefers to create a work culture free from the corporate grind of time clocks, rules and rigid schedules. Or perhaps you don’t want to be that person at your company, the one who knows exactly what time everyone gets into the office.
𝟳 𝘀𝘁𝗲𝗽𝘀 𝘁𝗼 𝗰𝘂𝗿𝗯𝗶𝗻𝗴 𝗽𝗼𝗼𝗿 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗮𝘁𝘁𝗲𝗻𝗱𝗮𝗻𝗰𝗲
1.) Put it in writing. An #employeehandbook is a great way to spell out your policy on #absenteeism, as well as the reporting process employees should follow if they’re late or absent. State the consequences of excessive absenteeism — including the potential for #termination. Even better? Share this policy when onboarding new staff, so everyone knows your expectations from the outset.
2.) Gather #information. Before you broach the subject of absenteeism with individual employees, prepare yourself with examples and the dates and times they were late or absent. With data in hand, you may feel more confident in addressing the problem – and they can’t deny it.
3.) Tell them you’ve noticed. It’s OK to casually address the issue when it happens. Here’s a sample script: “Hey, listen. I know you showed up late a couple of times. It’s important that you get to work on time, and that you come on the days you are scheduled. If you can’t, it is even more important to follow our process concerning absenteeism. Here’s a copy you can keep for reference.”
4.) Show your #concern. Once you’ve made clear that you’ve noticed, follow up with something like, “When we don’t hear from you as we’ve defined in our policy, we get concerned that something may have happened to you. That’s why it is so important to notify us.” Placing the emphasis on your employees’ #wellbeing helps take them off the defensive.
5.) Open up a #discussion. Give them a chance to explain and offer solutions. Their poor attendance record may be the result of a bigger issue. Ask: “Is there something going on that’s causing you to be late or miss so much work? Is there something we can do to help?”
6.) Make accommodations when appropriate. If an employee has difficulties getting to work on time after dropping their children off at school, for example, you might consider allowing a more #flexibleschedule.
7.) Know when to take it up a notch. If the absenteeism or tardiness persists, it’s time for formal counseling. Depending on your company’s structure, counseling could come in the form of meetings with the employee’s immediate #manager or an HR representative. Lay out your expectations for attendance, and the serious, specific consequences for unexcused absences from work.
