Managing Employees Who Leave Work Early

Posted on

January 14th, 2019


Companies struggle with employee attendance challenges at multiple levels. Employees who arrive late, take long lunches, or abuse their sick leave, put strains on an organization and workplace morale. However, employees who habitually leave work early can wreak just as much havoc. If management notices, odds are the rest of the staff is aware as well.

Allowing an employee to flout their work hours will create resentment among the rest of the staff that works their full hours or encourage other employees to start ducking out before their shift is over as well. The following are several ways management can address this issue:

  1. Stop avoiding it. Looking the other way isn’t a solution. Many bosses try to avoid confrontation because they don’t want their employees to perceive them as mean. However, leaving early isn’t acceptable. Management needs to take the employee aside and inform him or her that the behavior hasn’t gone unnoticed. Management should also take the time to find out why. There may be a reason the employee is leaving early that management can help address.
  2. Develop a solution. If the employee is leaving early because they are caring for an elderly family member or they have to pick their child up from daycare, it is worth it to consider shifting their schedule. Allowing the employee to arrive earlier in the day can give them the flexibility they need to balance their personal life with their job.
  3. Enforce the agreed upon terms. Establishing rules doesn’t do much good if an employer doesn’t enforce them. Employers need to keep tabs on employees with known attendance issues. They should also make it clear that continuing to leave early will have repercussions. Employers should meet with HR to determine the best course of action regarding escalating consequences.
  4. Establish a method to track attendance. Employers who don’t track attendance may not notice employees who leave early as soon as they should. Implementing an absence reporting program can help improve productivity while reducing attendance issues.

The expectation that employees come to work on time and stay for the duration of their shift isn’t an unreasonable one. However, for a multitude of reasons, employees may try to skirt their hours and leave work early. To learn more about addressing attendance issues, contact the experts at Actec.

How to Improve Productivity in the Workplace

Posted on

August 18th, 2017


shutterstock_252811903 - CopyAbsence management encompasses all facets of attendance, including tardiness, frequent or lengthy breaks, and more. These all affect workplace productivity, which has a direct effect on a business’ bottom line. By resolving productivity issues, employers can reduce the related attendance concerns.

Recruit the Right Candidates

If an employer notices continual attendance issues and high turnover rates, the problem may be with whom they are recruiting. Hiring a driven and productive individual from the outset will yield greater results than trying to mold an apathetic individual into a model employee. One way to achieve this is to broaden expectations of what the ideal candidate looks like. For example, older workers or individuals returning to the workplace after a lapse in employment may fit the bill better than traditional entry-level applicants.

Take a Hard Look at Management

If a business has motivated employees, but still experiences problems with productivity, it may be time to examine the management team and their employee relationships. Promoting from within can reinforce a culture of investment in the workplace and a feeling of mutual success. But if a company promotes an individual above their skill level, they may not possess the qualities needed to manage their staff effectively. This often happens when a business promotes talented individuals to a management role because they were good at their previous job. Excelling in a role does not equate to excelling at managing that role. New managers need help navigating their new position. Businesses can avoid this pitfall by investing in developing their management team through both internal and external resources, and by placing a higher-than-usual value on interpersonal skills.

Use Honest Job Descriptions

Employees who abuse their sick leave, take excessive breaks, or arrive late on a regular basis are likely unhappy with their job. Employees who dislike their position will start to look for new employment opportunities. High turnover rates are disruptive, kill productivity, and can impede customer satisfaction. To help reduce new employee turnover rates, companies should be honest in their job descriptions and their representation of the workplace. Recruiting individuals who are unaware of the downsides of their position will feel disappointed when they begin their job. While no company wants to highlight a position’s shortcomings, they can counterbalance the problems by highlighting the benefits.
If your organization has positions or a workplace that don’t have much going for them, it’s time to consider investments in infrastructure, reorganizing employee roles, and creative adjustments to total compensation to make employee recruitment, onboarding, and retention significantly more effective. Addressing employee morale and attendance issues can improve workplace productivity and lead to greater profitability. Actec understands managing attendance can be a daunting task. To learn more about implementing an absence reporting program to improve employee attendance, contact us today.

8 Simple Steps For Discussing Employee Attendance

Posted on

December 29th, 2014


Employee attendance issues should be handled in an effective manner that conveys the company standpoint across without putting the employee down. Read on for eight simple steps that can help you manage the process in a thoughtful manner, one that ensures everything goes smoothly when an issue arises.

  1. Prepare for the meeting by gathering all the facts, including dates of absence or tardiness, reasons given for each incident, and any supporting documentation or notes.
  2. Meet with the employee privately. The sales floor, lunch room or an open cubicle are not the right settings for a discussion about employee absenteeism.
  3. Be sure they know this meeting is for information-gathering rather than condemnation or threats.
  4. Remember, this employee is a valuable part of your business. Your focus should be on solving a problem, not punishing someone for breaking rules.
  5. Explain how the missed work days hurt the business.
  6. Ask questions about the reasons for the employee’s absences.
  7. If there is a consistent reason for the employee absences, see if there is a solution you can offer.
  8. After the meeting, monitor your employee’s attendance and address any additional concerns as soon as they arise.

In addition, it’s important to have a solid process for tracking employee absenteeism. Click here to learn more about the solutions available.