Tag: hr blog

6 Attendance Management Mistakes Costing Companies Money

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February 4th, 2019

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Absenteeism, tardiness, long lunches, and leaving early are all attendance issues that affect a company’s bottom line. However, problems with attendance don’t always rest solely on employees. There are several mistakes management can make that confuse employees or muddy the waters in regards to what’s expected of them. The following are several common mistakes that perpetuate absenteeism:

  1. Missing or incomplete policy. Many employers outline vacation leave, sick leave, and federally protected absences in their company handbook. However, some neglect to discuss an actual attendance policy. Taking the time to do so can mitigate confusion regarding attendance. For example, employees who leave early every day because they neglect to take their lunch break can disrupt the workflow if other employees need to discuss a project with them.
  2. Poor enforcement. If management neglects to fully enforce an attendance policy, employees will abuse it. It can also hurt employee morale if one employee is late on a regular basis and management does nothing to address it. It can lead to accusations of favoritism or encourage other employees to do the same. Management needs to enforce all aspects of their attendance policy even if it means having uncomfortable conversations.
  3. Failing to distinguish between types of absences. Some absences are unavoidable. For example, employees fall ill or may need to care for family members. However, other absences are fraudulent and can speak to a larger issue. Employers need to take the time to learn the root cause of employee absences to stay ahead of any potential attendance issues.
  4. Not requiring doctor’s notes. Requiring a doctor’s note for absences can cut down on the number of false requests for time off due to illness. Some employers choose not to do so for short-term illnesses, but it’s worthwhile for long-term absences, especially if the absences could fall under federally protected leave such as family medical leave or disability.
  5. Not accommodating returning employees. When an employee returns to work after an extended illness or injury, employers should consider accommodations to ensure his or her success. These adjustments can prevent a relapse and make employees feel more secure about returning to work.
  6. Not keeping track of attendance. Even if employers have attendance policies, they can’t possibly know how effective they are without tracking absences. Implementing an absence reporting program can help management identify trends and address burgeoning issues before they become chronic problems.

If your company is struggling with absenteeism or attendance issues, Actec can help. Contact us to discuss our absence management solutions.

Managing Employees Who Leave Work Early

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January 14th, 2019

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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.

7 Easy Ways to Improve Employee Motivation

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December 24th, 2018

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Unmotivated employees are more likely to arrive late for work, leave early, or call out of work altogether. Employee absenteeism doesn’t just wreak havoc on morale; it also takes a large bite out of a company’s bottom line. Absenteeism can cost employers as much as $2500 a day in expenses so it behooves them to find creative ways to keep employees passionate about their work. The following are several suggestions employers can utilize to inspire more enthusiasm in their employees:

  1. Recognize a job well done. Employees need to know their employer appreciates their work. They won’t continue to go above and beyond if their boss never recognizes their effort.
  2. Create small, measurable goals. A project that stretches on for weeks with no end in sight can rapidly demoralize staff. Setting small goals allows staff to visualize their progress and keep them on track.
  3. Celebrate the small things. Applauding milestones helps with motivation as well. Recognition should be specific to the employee to highlight how his or her work directly affects the end goal.
  4. Take breaks at frequent intervals. Employees lose effectiveness the longer they force themselves to work on a tiring project. Sitting for hours on end isn’t healthy either. Taking a five-minute break every hour or so can help employees clear their heads and re-engage with the project.
  5. Explain the big picture. Employees working on small parts of a bigger project may not understand why their work matters. Showing them the big picture and explaining how their work helps achieve that can do wonders for their motivation.
  6. Afford employees more autonomy. Employers and managers often have an idea of how and when a project should progress. However, micromanaging can stifle creativity and lead to resentment. Giving employees more say over their work can improve the final results and their outlook.
  7. Embrace nature. Natural light is vital to keep employees in a good mood. If the office lacks this feature, it may be worth the effort to hold a team meeting outdoors if the weather allows for it. Having a walking meeting can boost creativity as the change of environment allows for new perspectives and fresh ideas.

Improving motivation in the workplace doesn’t have to be expensive or time-consuming. Implementing some or all of the above ideas can help boost productivity, improve workplace morale, and have a noticeable effect on employee attendance. To learn more about reducing absenteeism, contact the experts at Actec.

How Poor Employee Attendance Affects Your Bottom Line

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December 17th, 2018

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Employee absences have a far-reaching effect on businesses. Routine absences cost companies money due to a decrease in productivity from the missing employee. An employee who is absent on a regular basis affects other worker’s productivity as well since the remaining staff will have to take on the absent employee’s work to meet deadlines. Spread loading work in this manner can also affect morale. Staff members who have to work late will swiftly come to resent the absent employee and likely experience a dip in motivation. It is vital for employers to understand how absenteeism affects the workplace so they can draft and implement effective attendance policies.

Employee and Company Growth

Most businesses hire an individual with the intention to draw on their expertise as well as help them grow in their skills. This benefits the employee as well as the company as it ensures mutual growth. An employee must be present in order to achieve sufficient professional development. Otherwise, it will be almost impossible for an employee to learn new skills. In fact, an employee may experience a regression in their skill set from a disruptive work schedule.

Continuity and Job Performance

An employee with poor attendance affects workflow and continuity for larger projects. A project either comes to a halt or slows down when an employee is not present to do their share of the work. Existing staff members or temporary hires must step in to fill the gap. This is less than ideal because other employees have their own work to perform and temporary workers take time to train.

Employees who rack up several absences without discernible consequences can affect the job performance of other staff members. The cause for this is twofold. Some employees may feel slighted for their efforts. They come to work on time and do their job while the absent employee receives the same benefits without the work. Other employees may see that management is not cracking down on absences. This can cause employees with good attendance to start taking advantage of a weak absenteeism policy.

Conflict Amongst Staff

The staff members left to take on the absent employee’s workload will become resentful over time. This can result in passive aggressive behavior or overt conflicts in the workplace. This can further disrupt productivity, as the employees will not work well together. It also creates a toxic atmosphere that can affect employees not otherwise involved in the conflict. If left unchecked, employers can experience high turnover rates.

Understanding how chronic absenteeism affects your company’s finances and workplace morale is key to implementing effective absence management solutions. Actec can help your business put an absence reporting program into place to track the frequency and cost of absences, increase productivity by reducing absenteeism, and more. To learn more, contact us today.

How to Prevent Employee Burnout, Absenteeism, and Turnover

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September 17th, 2018

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Gallop conducted a recent study of 7500 full-time employees and found that almost a quarter of them (23%) felt burned out in the office on a regular basis if not at all times. Nearly half (44%) reported experiencing burnout at some point. Employees who are on the verge of mental or emotional collapse in the workplace represent a significant challenge for employers. These employees are more prone to illnesses such as depression, coronary heart disease, high cholesterol, and more.

What Causes Employee Burnout?

Several factors contribute to employee burnout. These include:

  • Difficult or impossible deadlines
  • Unmanageable workload
  • Unfair treatment at the office
  • Limited support from management
  • Working off the clock (i.e. responding to emails and text messages during off hours)

The Cost of Employee Burnout

As mentioned above, stressed out employees are more likely to experience physical and mental health issues. These medical costs translate to $125-$190 billion in health care expenses per year. Not only that, employees experiencing burnout are more likely to suffer from attendance issues (i.e. arriving late, leaving early, or calling out often). Given enough time, excessive workplace stress can result in employee turnover, which carries significant costs for businesses. With two-thirds of employees experiencing some kind of burnout, business managers need to take steps to reduce employees’ stress or be prepared to pay the costs.

How to Prevent Employee Burnout

Part of preventing burnout is ensuring smooth business operations. For managers this means:

  1. Knowing and cultivating employees’ strengths. When an employee is in a position that doesn’t match his or her skill set, he or she will become frustrated and disengage. Employers should take pains to match employees with jobs and tasks that allow them to utilize their skills and thrive. Encouraging employees to get involved in professional development activities can further hone their skills and motivate them.
  2. Working on employees’ weaknesses. While employees would prefer to play to their strengths, there will always be areas of their job that intimidate them. Instead of skirting the edges of these tasks, employers should encourage employees to improve their knowledge and grow in their abilities.
  3. Communicate often. If employers don’t communicate with their employees on a regular basis, they run the risk of overlooking employee frustrations. By maintaining frequent communications, managers and employers can identify stress points. Asking for feedback and opinions also makes employees feel like management values their opinion, which improves their overall job satisfaction. In fact, employees who feel like management supports them are 70% less likely to experience burnout.

Preventing employee burnout whenever possible is vital to keeping employees engaged and reducing absenteeism rates. If your company is struggling with poor employee attendance, contact the experts at Actec to learn how we can help.