If no one shows up for work, meeting corporate objectives might be challenging! You’ll need to know how to improve employee attendance, quick.
Poor attendance not only depletes the morale of coworkers who pick up the slack. But also raises labour costs and lowers productivity.
Absenteeism hurts your company’s financial line. The average number of sick days taken in 2020 in the UK was 3.6 days lost per worker.
Doesn’t sound like a lot, but if you have 20 employee’s, that’s 72 days (or almost 2.4 months) lost to unexpected absence.
Sickness can sometimes have more negative connotations as well.
Those Monday ‘sickies’ can signify more about the culture your workers are trying to create, rather than genuine sickness.
So how can you improve employee attendance?
Once you have followed the logical steps to ensure that employees know the rules:
- Setting expectations with an attendance policy
- Outline the impact of attendance on the business
- Ensuring consistency – making sure that the rules are for everyone
- Planning discipline measures for poor attendance
We suggest you do an attendance audit (where possible).
If you’ve been using spreadsheets or paper timesheets, we know this might be timely. But the overall outcome could save your business £££.
Once the attendance audit is complete, interview any detected offenders and look for any hidden causes.
By hidden causes for absence we mean:
- Injury or illness
- Stress and burnout
- Family issues
- Transportation troubles
- Conflicts with colleagues and more
These issues could be sorted in-house with minimal effort, meaning your attendance rates rise, and your workers are happier overall.
Attendance Improvement Plan (AIP)
After you’ve completed the above, if you still find attendance an issue, we suggest implementing individual Attendance Improvement Plans (AIP) for ongoing offenders.
In an AIP meeting, frame the session as a supportive management meeting to raise awareness of an attendance problem.
Ensure your Employee Attendance Policy is available to be referred to as necessary. As well as any timesheets or data on lateness or absence.
What we suggest you outline in an Attendance Improvement Plan meeting is:
- The employee’s absence history and where it falls short
- The reasons, frequency and duration of any absences
- Any medical or domestic/work-related difficulties
- How attendance can be improved
- How the management team can help the worker achieve this goal
Before the meeting ends, clearly explain that the Attendance Improvement Plan is now live and any deadlines for improvement.
We believe a period of three months is ample time to see results.
What to do if attendance continues to fall?
If, even after the policy updates, Attendance Improvement Plan meetings and management support, an employee continues to have unacceptable absence:
- Begin disciplinary action according to your attendance policy, ensuring all warnings are written and sent to employees.
Depending on your time tracking method, you can even penalise workers with rounding and grace features.
E.g. If your employee is supposed to clock in at 8 AM but clocks between 8.05 – 8.10 AM, they will not be paid for the first 15 minutes of working.
Apply rules on a department-wide or individual basis.
What to do if attendance gets better?
We’ve spoken about worst-case scenarios, now let’s talk about the positive outcome.
If your AIP works and employee attendance continues to rise, make sure you reward good attendance.
This could be certificates, token gifts or yearly competitions. Anything to show your workers your business is not only taking, but giving too.
How Employee Attendance Cloud can help you
Employee Attendance Cloud offers your business access to a host of next-level workforce management functionality including:
- HR & H&S Management
- Absence Management
- Workforce Planning
- Time and attendance
- Clocking in App
From just £2.19 per employee per month.