Over the years we have seen many studies that estimate unscheduled
absences cost a company $2650 - $3600 per employee per year. Absenteeism in a manufacturing environment can
be even more costly. Safety managers
have told us that absenteeism is a big cause in the increased number of incidents
of injury or accidents in the workplace. New and substitute workers just haven’t
developed the safety skills that the veteran employees have.
Absenteeism also carries numerous other indirect costs
such as low productivity; disengaged, frustrated and unhappy employees who come to work and
have to carry the heavier workload of
those absent; poor customer service; lower respect for management who put up with
the absenteeism; the time it takes to find replacements; the cost of part-time
employees and others.
Considering all of the above, doesn’t taking a proactive
approach to encourage good attendance make good business sense? Decreasing absenteeism by even a small
percentage can mean significant numbers on the bottom line. But when companies plan to implement an
employee attendance program they often focus on consequences and penalties that
are associated with poor attendance.
Exposing these results of poor attendance is important, but there is
more value in reinforcing good behaviors than in punishing bad ones.
You don't want your employees feeling as if they should
be paid extra for doing their job. This
is the main reason that many companies would prefer to use an award other than
cash. These programs should also be
implemented over a shorter period than long term. They should never appear to be an entitlement. But you do want your people to know that you
appreciate and respect their positive attendance. Rewarding for being present
can be just as effective for improving absenteeism as penalizing them for
noncompliance. Rewards and recognition
for positive employee attendance can make a difference.
Communications is
Key
Changing your communication message from Absenteeism to
Presenteeism will allow you to focus on all the things that are positively
affected by everyone being on the job on time.
If you have any type of employee profit sharing it wouldn’t be very
difficult to show the increases in profits that come from dedicated staff
always in attendance. This simple
exercise alone has motivated many companies to implement a successful
Presenteeism program.
Having special communication events linked to the program
can also add to the fun. Breakfasts served by the executive staff,
luncheons with the CEO for perfect attendance employees in the first month; a
special part of the employee newsletter or on company social media can keep the
program top of mind.
Maybe most important, don’t forget a personal heart felt
“Thank You” to those who show up on time day in and day out. Those habits need to be recognized.
