Employee absenteeism is a serious workplace concern. It can create several perils for a company such as fill-in-fatigue, increased administration costs, provision of inferior services/products, decline in productivity, etc. Even a 1% absenteeism rate has a detrimental impact on the company. Do not simply sweep this issue under the carpet. If you notice an increase in employee absences, do address it with appropriate measures.
One such effective measure is the implementation of time and attendance software. How can this curb workplace absenteeism? Read on.
Identify the Issue
The first stage is addressing a problem; recognizing whether the issue exists. If you notice a particular employee has several absences without a justified cause, then you do have an issue in your hands. In that case, you must proceed to the second step.
Since you know there is a problem and you’ve identified the cause, determine how you can solve the issue. This can be achieved through a plan. For example, if your employee has issue only on days that conflict with their second employment, then ask them to choose between the two places of work. If your employee demonstrates sporadic work absences and the cause is a lack of discipline, then perhaps disciplinary action or dismissal might be in order.
You’ve studied the issue in some depth by this stage and have determined the best course of action. The next step is to discuss this with the shift or HR manager. If everyone is on board, you can request a formal meeting with the employee. This is where you enforce discipline and take necessary action. This step is integral as it removes the time and attendance problem.
Without biometric attendance system, you wouldn’t be able to perform profiling and tracking features on a particular employee. In addition, you wouldn’t receive up-to the-minute details on an employee’s clock in and clock out times, nor on the days they take time off. Switching to an automated system helps you deal with absenteeism issues in a productive and solution-focused way. You may also use it to enforce company policies and procedures related to absenteeism.
