To reduce absenteeism in the workplace is an essential factor in the global strategy of any company. The objective is to reduce the number of times when a team member does not show up for work but does not have a valid reason for it.
Measuring this issue is relatively simple thanks to various tools available to companies to monitor how well staff members are complying with their working hours. However, knowing the problem at a quantitative level and taking punctual and isolated disciplinary measures does not solve absenteeism, nor is it the best way to prevent it.
Even the methodology of clocking in and out can be an imperfect mechanism for detecting true absenteeism. It is not so rare for an employee to lie about their reasons for being absent or for an employee to find a way to disguise as flexible working hours what is in fact an episode of absenteeism.
Realistically, it is unlikely to reduce absenteeism one hundred percent, especially in very large companies where responsibility and control are diluted if they are not well managed. However, it should be reduced to a minimum, as it can become the symptom and cause of corporate dysfunction.
How to reduce absenteeism in the workplace
When it is not possible to reduce absenteeism, but instead it becomes part of the company’s or sector’s dynamics, the direct and indirect economic cost for the company can be huge.
Similarly, the signs absenteeism can have on very important aspects of the working environment are very clear: employee commitment to the company and its team, internal reputation, and risk of talent drain, just to name a few. v
To reduce absenteeism is, therefore, one of the core tasks of any HR department. Those in charge have to implement a series of measures aimed at convincing employees that taking unjustified absences from work is not worth the effort and meeting their responsibilities is much more beneficial.
It is a matter of implementing a strategy with two very basic but essential starting points. The first involves analyzing the reasons why an employee might take unjustified absences from work. The second refers to the analysis of the reasons that can prevent this problem.
In other words, HR managers have to ask themselves a series of questions that are both hypothetical -about what could happen- and directed at the present moment if they want to reduce absenteeism.
These questions are the following: what reasons are currently leading my team members to absenteeism, what reasons could lead them to be absent in the future, what factors are currently preventing or reducing absenteeism, and what other factors might exist?
Naturally, the first two must be neutralized, while the second two must be enhanced. In addition, a very useful preventive measure to monitor staff morale and detect possible risks of absenteeism is the use of surveys to measure the work environment.
Helping companies reduce absenteeism
No one should feel overwhelmed, but instead feel responsible when faced with a corporate challenge such as the need to reduce absenteeism.
Thanks to this partnership, HR managers can receive personalized, data-driven advice on what are the most effective measures to reduce absenteeism in their companies and how to measure the work environment. It is the best way to know what you need.
In addition, ifeel’s emotional well-being program for companies offers employees a mental health care service structured at different levels depending on individual needs. This way, employees can access various mental health care tools with ifeel’s app. On level two, they can receive emotional support through a chat with one of our platform’s licensed psychologists. If additional support is needed, they can access the third level of the program: online psychological therapy with a psychologist specialized in cases such as theirs.
We hope you found this post about how to reduce abstenteeism interesting. If you want more information about our emotional well-being program for companies, simply request it and we will contact your team as soon as possible. You may also be interested in this post about mental well-being at work.
What is absenteeism in the workplace?
Absenteeism refers to the frequent or prolonged absence of employees from work without a valid reason. It is the act of employees not showing up for work or not fulfilling their scheduled work hours, which can have a negative impact on productivity, team morale, and overall organizational performance.
Why is reducing absenteeism important for organizations?
Reducing absenteeism is important for organizations because it directly affects productivity, operational efficiency, and overall financial performance. Excessive absenteeism can lead to increased workloads for remaining employees, decreased productivity, missed deadlines, increased costs for hiring temporary staff, and disruptions to workflow and team dynamics.
What strategies can organizations implement to reduce absenteeism?
Companies and HR Managers should promote a positive work environment, flexible arrangements, wellness programs, feedback surveys, clear expectations, open communication, benefits/rewards, development/growth, and effective absence management.
How can managers and supervisors reduce absenteeism?
Managers and supervisors play a vital role in reducing absenteeism by fostering a positive work environment, setting clear expectations, addressing work-related stress, supporting employee development, encouraging engagement, being approachable and supportive, and leading by example in terms of attendance and work-life balance.