Employee Absenteeism is not having an employee from work. Its a significant problem faced by virtually all employers of today. Workers are absent from work and the work suffers. Absenteeism of workers from work contributes to back logsArticle Submission, piling of work and work delay. There are laws been enacted for protecting the attention of both Employers and Employees but they have different constraints.

Absenteeism consists of 2 types –

Innocent absenteeism — is just one where the worker is absent from work as a result of genuine cause or reason. It may be due to his illness or personal family issue or some other real reason

Culpable Absenteeism — is one in which a person is absent from work with no genuine cause or reason. He may be pretending to be sick or just wanted a vacation and stay in your home.

The employers have every right to enquire as to why an employee is absent from work. When an employee is absent because of sickness he should be able to produce the correspondence of a doctor as and when demanded.

It is mostly Anxiety and stress

Daily, many supervisors face up to 10% or more worker absenteeism, and every missing employee cuts productivity, increases the strain on the workers who appear for work as promised, and prices that your bottom line and estimated $660 in added costs per employee each year. Sick days are used, however, a recent survey suggests that two are not staying home because they are sick. Of that two out of three not sick, about 21% percentage miss work to handle”family problems,” another 18 percent are coping with”personal requirements,” along with another 61% percent say they are stressed or just require a day off.

Most of us know that when workers call in”sick,” they might not be”physically” ill; if the number’s above are correct, about 40 percent of the absent are stressed in the workplace to the point they believe they”want a day off.” Since1995, stress-related absenteeism has seen a growth. Many companies continue to increase pressure on workers to increase productivity; however, research demonstrates that stressful working conditions have a negative influence on the bottom line because of increased tardiness and absenteeism, development of actual stress-related illness like heart disease, and loss of experienced workers who move on searching for a less stressful job.

What can a company do

Its the duty of an employer to learn as to why his employee is absent.

There are various measures an employer can take to reduce absenteeism –

Speak with employees who are absent and find out the problem

Take measures to protect the attention of employees

Check from time to time that no employee is treated badly by seniors.

Employee absenteeism is confronted by every company whether large or small and each one has got its ways of decreasing absenteeism. There is nobody match in the formula for every single Company.

The employers can bring few changes in working conditions and provide incentives to workers to motivate them to do the job.

After taking each of the measures if a worker isn’t motivated and remains absent from work then things need to be taken seriously.

Employers can face the workers and provide him warnings in verbal as well as in writing and at last dismiss the employee from work.

Absenteeism is a big problem and in fact, it needs to be controlled. No corporation may flourish with none. A worker has to understand that if a business prospers the profits in terms of bonuses and wages. An employee attempt to sort it out before shifting jobs and should talk about his problem. He may face the same issue again and again without finding any solution to it.

Employers pay a high price for absenteeism, often more than they might realize, regarding both financial and production losses and employee morale. Managers may view the tasks of finding a substitute employee as short-term inconvenience absenteeism frequently has more serious long-term effects. Employers can, however, ensure that employees report regularly and remain on the job.

Better office direction

How do we characterize a fantastic office? Could it be the presence of very good workplace management? Is having managers practicing good management skills enough to ensure this? Let us first try to define what a fantastic workplace is by looking in its antithesis.

A poor workplace has a high rate of turnover. It’s simple to understand why workers would want to leave a bad work environment. Pressures that leave workers are frequently caused by This type of location. The reasons for this change. The office’s physical environment may be disappointing. It might be that the responsibilities given are not clear. There is no feedback on dismissals and promotions. Another reason might be the complaints about salary not being fair. Or, workers may feel they’re not going anywhere because of the shortage of opportunities for career and personal advancement.

In such a location, supervisors themselves also complain of being burnt out. This is because they have little if any support at all. Their duties may be uncertain or they may be given goals that are readily altered without explanation or notice. On top of that, they have to deal with subordinates who lack motivation and are incompetent. Despite their own unmet personal expectations, being supervisors, they have to manage other people’s expectations of them. Who would not be stressed out from all these?

A bad workplace then has dissatisfied staff members. They’ve no motivation call in sick to work so they are often tardy, or merely fail to report to work. Needless to say, a bad workplace leads to other outcomes that are unsatisfactory along with productivity, including an angry marriage of employees.

The lack of any cited previously, better yet, the opposite of most of those is what we call a fantastic workplace. Businesses enjoy high quality and productivity products and/or services. Instead of hostile workers, theirs are cooperative since they provide opportunities for growth and practice fairness and feel secure. In the end, instead of turnover, they receive high customer satisfaction. What makes them better? Here are some best practices that poor offices can learn from them.

One difficulty which direction faces is clarity. A fantastic place is. They kept up to date, are documented, and therefore are correctly communicated. Open communication can be practiced. Because everyone is free to approach anyone to ask a question or to make a suggestion misunderstandings are diminished. The direction policy states how they operate and how they desire to relate to employees. Responsibilities are thereby clearly conveyed and are apparent. Concerning opportunities, many are made to inspire managers in doing their jobs. Thus leaders are relieved of management purposes by HR Atlantic to focus on the bigger picture.

The best way to reduce employee absenteeism

Before companies can establish the best way to combat absenteeism, they must determine the organizational and individual factors which contribute to the issue. One of the most common potential problem areas employers Will Need to explore are the following:

Job satisfaction: Workers who like their job are more inclined to come to work compared to people who find employment unstimulating.

Work attitude: Some workers come to work no matter how sick they feel, while others call in sick regardless of how nicely they’re feeling.

Business culture: If the administration’s mindset is lax and absenteeism is recognized as a standard practice, the company’s culture may need to be altered before attendance could be made better.

Excessive rates of sick leave: As a few insurance companies are currently doing, employers need to track sick leave prices and benefits workers who use fewer sick leaves.

As soon as you know the cause of absenteeism in your business, it will become easy for you to correct, or decrease the problem. But you have to do your homework.