All forms of motivation fall into two categories: intrinsic and extrinsic motivation. Intrinsic motivation comes from within. It fuels employees that strive to complete tasks that make them feel good about their work. Employees gain an internal reward without expecting praise when they’re driven by intrinsic motivation. Extrinsic motivation comes from external sources, either in the form of a reward or avoiding punishment. Examples of extrinsic motivation include employees who go above and beyond to achieve a bonus and employees that come to work on time to avoid disciplinary action.
- Achievement motivation. Employees that are driven by achievement motivation often strive to reach their goals for personal development rather than praise. The individual may have a personal goal to attain a higher position in their organization, receive a certificate from continuing education, or be the top performer in their department.
- Attitude motivation. Employees with attitude motivation want to better the world or help people through their work. They often look for employment with companies that espouse the same values, such as reducing their carbon footprint or championing diversity in the workplace. Employees with attitude motivation aren’t angling for a tangible reward. They prefer the good feeling they gain from helping someone or fixing a problem.
- Reward-based motivation. Reward-based motivation is the most well-known and popular type of motivation. Incentives are powerful tools that provide a rapid increase in workplace motivation. Employees will work harder if they know they’ll receive a bonus or salary increase for achieving preset goals.
- Power-based motivation. Power motivates employees that strive to improve their position within the company or their life situation. These employees often possess leadership qualities and inspire their coworkers. However, power-based motivation can have significant consequences when placed in the wrong hands. For example, a strong leader can improve a team’s productivity, whereas an unqualified or toxic manager can cause a spike in employee turnover.
Understanding what motivates employees is critical to reducing turnover rates. Rewards are almost always an effective means of motivating employees, but such incentives may not be enough to sustain employees motivated by attitude or power. Signs of employee discontent include a drop in productivity, lack of engagement, and attendance problems. Actec offers an absence tracking mobile app to help organizations manage employee attendance, including leave requests, complying with federal paid leave laws, and tracking attendance trends. Contact us to learn more about reducing employee absenteeism and turnover.
Some causes for absence can’t be avoided. People will get sick, a relative may pass away, or an employee may become disabled. Other reasons for absence have nothing to do with sickness or injury. These are job related conditions, and if they aren’t cured they can hurt your bottom line and your company’s reputation.
Job Related Conditions for Frequent Absences
Job-related conditions include more than just an accident at work or George coming in with a head cold and spreading it through the sales department. The work environment and level of employee engagement can also determine how often your employees call in sick. These conditions include:
- Stress and burnout
- Low Morale
- Job hunting due to bullying, stress or low morale
These conditions are preventable and if they go unchecked your company can gain the reputation of being a bad place to work.
A Bad Place to Work
When a company is considered a bad place to work more employees will leave the organization in search of better conditions. The high turnover rate will be difficult to offset because the company will also have a difficult time recruiting quality candidates to fill open positions.
With a high turnover rate and positions that are difficult to fill, the quality of the company’s products or services will be affected. When a company’s products or services are affected, the company will suffer from customer dissatisfaction and a poor company image.
A company’s revenue, reputation and market share will be negatively impacted due to a poor working environment and high absentee rate.
Increasing employee engagement, encouraging workers to use their vacation time to prevent burnout and instituting a zero tolerance for harassment will improve company morale and attendance rate. Earning a reputation for being a company that cares will also help your organization recruit the top candidates in your industry and improve company efficiency.
And when you do need to track employee absences, contact the experts at Actec. We offer an absence management solution that will work for your unique business needs.
Many employee absences are inevitable, such as when an employee catches the flu. However, chronic absenteeism is another issue altogether. It disrupts the flow of work and can affect the morale of other employees. Below are some strategies for employers to use to prevent excessive absenteeism.
After a prolonged absence, employers should have a face-to-face meeting with the employee. This can help them learn more about the absences to gauge whether the employee is genuine. Having an established return-to-work process can help reduce unnecessary absenteeism as well. If an employee knows they will have to account for their time off, they will be less likely to take fraudulent sick days.
Not all individuals calling out want to miss work. Sometimes, their life situation is forcing them to take a sick day. With the appropriate accommodations, having a flexible schedule can allow the employee to complete their work without taking leave. This could include flexible start times or the ability to work from home when necessary.
Positive reinforcement often yields much better results than disciplinary action. For example, implementing a reward system for good attendance can reduce absenteeism. This can be something as simple as a $25 gift card for a set period of no tardiness or absences.
Handling absences can be difficult for employers. To take the guesswork out of the process, contact Actec for a custom in-house solution to meet your business’ absence management needs.
No employee can avoid the occasional illness or the unexpected passing of a family member. However, when an employee is absent on a regular basis, there are usually other factors at play. While many employers know that illness is not the only cause of employee absenteeism, not enough of them are taking steps to resolve the source of the issue. Below are some of the most common causes of absenteeism and how to start resolving them.
When a child is sick or their childcare arrangements fall through, one of their parents will have to call out of work to address the problem. Issues of health and childcare take time to resolve, and that time is most often during the work day. To combat this issue, some companies instituted on-site daycares and programs designed to help employees find short and long-term child care.
Many employees desire to maintain a work-life balance but feel burnt out by the end of the week. One solution to this problem is to offer flextime within reason. Some companies allow employees to work longer work days at the beginning of the week so they can work fewer hours at the end of the week. The idea is that employees are better rested at the start of the week, but start to feel the wear and tear of work by the end of the week. By offering flexible work hours, companies can reduce employee burnout and the related absenteeism.
Sometimes, employees get sick. However, the workplace may be contributing to the cause and duration of their illness. Employees who are overworked in poorly designed workplaces experience a higher degree of stress and muscular-skeletal illnesses. Employers can address part of the issue by providing an ergonomic working environment. Employees who are stressed out about returning to long work hours after a prolonged illness may take additional sick days as well. One solution is to offer a slow reintegration. By working a reduced schedule and building back up to normal hours, employees will feel less overwhelmed.
While the above are common causes of routine absenteeism, there are many more attendance difficulties a company can face. To learn more about the causes of employee absenteeism and how to resolve them, contact us.