Minimize absence in the attendance of employees and the turnout will be more productive people, more results, and more harmonious relationships. But to minimize it is actually a challenging task to any employer. As an employer, absences in the work place cost you money, inconvenience and distress to your clients. And let us accept the fact that absences are not all authentic sickness related. Most employees take a fake sick leave perhaps due to low morale or they just don’t feel like working.
Therefore the challenge posted to employers and managers is to minimize absence and keep them happy. Because if your employees are happy, then most likely they won’t have to call in sick every time they feel like a cold is coming. And this would help minimize it.
Some supervisors believe that increasing pay, enhancing job security or improving working conditions is the key. Besides that these are not that easy to achieve, these aren’t the correct answer to minimize absence.
Employers and supervisors have to be attuned to their people’s sentiments and needs and discover what actually motivates them. Besides, this is less difficult to attain than increase in compensation or enhanced job security. Still in the end, there are no shortcuts to minimize absence. But there are ways and techniques that can help you reduce it. Here are the points you should keep in mind in order to minimize it:
3 Ways to Minimize Absence and Motivate your employees
1. Choose wisely.
The first step to minimize it is to actually to avoid in the first place by choosing the right person for the position. As a supervisor, you have to develop your skill in interviewing and picking the right candidate.
Do not rush and take your time. Devote your attention to the candidate’s humane side and emotions more than his qualifications or experience. Getting to know them deeper may actually help in your decision and in the end, to minimize absence among your employees.
In the interview, ensure that they know what they’re getting into, and there is a right job personality fit. Discover what makes them happy, how good their interpersonal skills are, and if they are enthusiastic about the job. This says a lot about how they will be performing in the future and potentially will minimize absence.
2. Believe in your people.
You have screened them thoroughly, took time in decision-making, and now you have to stand by your decision. The second key is to believe that you have made the right choices in your people. That you trust them that they will do well in their job. As a supervisor, you have to consistently show your employees your trust and belief in them. To minimize absence, use kind words, softer tone of voice and better body language.
If you think that your employees cannot be trusted, that they cannot make their own decisions without having to clear with you. They will arrive to work late and then leave early. You cannot minimize absence it that will happen.
But otherwise, if you believe in them and their capabilities to perform in the job, that they are confident to make decisions on their own, that they will turn in good work at the end of the day, then possibly that is what will materialize.
But don’t get me wrong, like all theories, we still cannot be 100% sure that they will be come to work all the time. Still, you have to believe and trust that most of the employees are rational people. If that’s the way you behave towards them, then in the end, they will be that way. Eventually, this will lead to motivated employees and to minimize absence.
3. Give proper feedback and guidance.
Last but not the least of the ways to motivate employees and minimize it is that you should provide proper feedback and guidance as needed.
This is probably one of the more difficult tasks of employers and supervisors. They feel awkward and tense filling in their people on how they actually feel about their performance at work.
To minimize absence, do you part by informing them on how they are doing on their work. Are they doing it right? Should they find ways or solution to perform better. If you are keen on employee motivation, then you must provide them the necessary feedback on their strengths and weaknesses. If there is one thing an employee is doing and you are not ok with it, let him know. If he is doing something great, tell him about it too.
Help minimize absence by complimenting a job well done. Not 6 months after but soon, of course! At the same time, if you notice something negative and don’t tell him about it, he will suppose everything’s doing fine. Well that or he’ll think you just don’t mind or don’t actually care.
As much as possible, do the feedback sessions in private. It is not right to scold someone in front of a lot of other people. Think about how that will negatively affect their ego.
Another tip during feedback is to use “I” in your statements. For instance, say “I actually liked how you did this” or “I’m not happy with how you’re submitting always late or how you express your thoughts negatively.” Refrain from using “You”, as in, “You’re doing well,” because that can actually appear as condescending and not genuine. “You’re doing it all wrong,” can actually lead to dispute and degrading morale, instead of solving the problem and minimize absence.
If possible, concentrate on one or two items instead of listing down all errors and misconducts. Also focus on the job, what he did or did not accomplish, instead of making it personal.
Your people will feel happier and uplifted if they see you their employer as someone who is fair and sensible. Giving the right balance of praise and critique whenever needed will help minimize absence.
In the end, if you want to motivate people and up their level of work, provide them proper feedback and make them feel involved. To make them more interested in their job, assign them more responsibility, give them projects, constantly training and evolving their work. Constant feedback is critical, concentrating on the positive work rather than the negative. To fulfill their demand to feel involved, we should always keep the communication lines open, talk to them both in formal and informal manners. You can also try letting them be involved in meetings they aren’t normally part of.
These strategies aren’t a walk in the park and may take time, but nevertheless will be transformative of how your people perceive their job. If they are motivated and always see work in a positive way, then most likely that would minimize absence and prevent them from taking fake sick leaves.