- By Ron DeRoussea
- With No Comments
- On 12 Jun | '2016
Follow These 10 Steps to Manage Time and Attendance in Your Organization
When children are in school they often get gold stars or other rewards for good behavior, like having excellent time and attendance numbers. As adults our incentive is a paycheck. However, for some employees that is not enough. When employees don’t show up, it affects production, morale, and can become contagious. Poor attendance it isn’t just about gold stars; it is about being fully staffed to efficiently run a business. Being fully staffed increases sales and customer satisfaction. The following steps will keep your staff time and attendance on track.
1 – Be Attendance Policy Knowledgeable
Know the attendance policies of the organization. Consult with human resources and find out if there is a streamlined version of the policies that is easy to share and easy to learn. Remembering the basics and being able to easily access resources regarding details is vital before approaching employees.
2 – Review Attendance Expectations Regularly
This should be a pro-active step, don’t wait until there is high absenteeism. Keep the policy fresh in all employees’ minds. Review the benefits of showing up at work when scheduled and working the full shift. Communications can be done by posting policies, through emails, and during meetings. Handing out a small card with attendance expectations for employees to keep in their wallet can be helpful, as well. Not everyone is motivated by pay, so for some you will need to get to know them and find out what motivates them. Tying attendance to recognition, bonuses, awards, or a promotion can be just the incentive some people need to put out the extra effort to make it to work.
3 – Share Expectations
Illness, death, and other life changing events happen that cause employees to miss work. There are also those who just choose to do something more fun instead. Each absence must be dealt with appropriately while making sure it is clearly communicated what the expectation is. Sharing resources offered by the company and the community can often prevent repeated attendance issues when hard times hit an employee.
4 – Handle Absenteeism Promptly
For some employees, once they think they got away with not showing up for work, it is the beginning of habitual absenteeism. For others, missing work is rare and doesn’t repeat. In all cases when an employee is absent, promptly addressing it can reveal what the cause is and what can be done to minimize it in the future. For those who are habitually missing work or have a pattern developing, continued evaluation of how the attendance expectation is being met will prevent surprises when there is disciplinary action needed.
5 – Prepare for Non-Compliance
Be familiar with the steps that are necessary when there is non-compliance with the attendance policy. This isn’t needed for those who occasionally miss work, but it is needed for the habitually absent ones. Knowing the procedure before it is needed will assure a smooth transition through the stages when employees chose to continue to be absent from work.
6 – Maintain Consistency When Addressing Time and Attendance
Showing favoritism is as damaging as doing nothing about attendance problems. All employees in each work group should have the same attendance expectations and be held accountable. When some employees are disciplined and others are not, it can create an environment where people will take their chances. When everyone knows absenteeism is not tolerated few will test the system.
7 – Leave a Paper Trail
Document all meetings regarding lack of attendance. It is a serious matter and should be treated as such. With every step followed, it will be easier to take disciplinary steps if needed. It can also reveal a situation that a leave of absence might be needed until a personal issue or illness has passed.
8 – Know Who Has Your Back
Make sure that your superior and Human Resources are on the same page with you. When you have to follow through with disciplinary actions, will they be there for you? If not, do what you need to so they will be.
9 – Follow Up Regularly with Those at Risk
When you know an employee is going through something or has a tendency to be absent, be in regular communication. A little support at work is often all they need to get themselves together to make it in for their shift.
10 – Set Up a Reward System
A paycheck and a job is a reward for showing up for work, but further recognition is useful. Have drawings for prizes and rewards to recognize those who are coming into work regularly. Good behavior that is noticed will be repeated.
All absenteeism cannot be prevented but it can be minimized by following the above steps. Not only can a company have gold star attendance, these steps can be used for lack of schedule adherence, also.
This content was provided by Neches FCU, an Equal Employment Opportunity Employer Credit Union.
Neches FCU is a Texas credit union and has a superior team of professionals ready to deliver service their members. When the doors open at any of the 9 service centers, our core objective of “Ultimate Member Satisfaction” becomes the sole focus for every employee. They are well-respected for a personal, dynamic and enthusiastic work atmosphere, providing a memorable service experience, and where clients are known by name. Neches has approximately $438 Million in assets with over 45,000 members. Neches Federal Credit Union is acknowledged by members and the business community as one of the top credit unions in texas and an actively involved partner, helping our Family, Friends and Community!