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Ask: “Is there something going on that’s causing you to be late or miss so much work? Is there something we can do to help?” Their poor attendance record may be the result of a bigger issue. Give them a chance to explain and offer solutions. That’s why it is so important to notify us.” Placing the emphasis on your employees’ wellbeing helps take them off the defensive. Once you’ve made clear that you’ve noticed, follow up with something like, “When we don’t hear from you like we’ve defined in our policy, we get concerned that something may have happened to you. Here’s a copy you can keep for reference.” If you can’t, it is even more important to follow our process concerning absenteeism. It’s important that you get to work on time, and that you come in the days you are scheduled. I know you showed up late a couple of times.
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It’s OK to casually address the issue when it happens. With data in hand, you may feel more confident in addressing the problem – and they can’t deny it. Before you broach the subject of absenteeism with individual employees, prepare yourself with examples and the dates and times they were late or absent. (You may also want to consider having new employees sign a statement acknowledging they’ve received a copy of the policy.) Even better? Share this policy when onboarding new staff, so everyone knows your expectations from the outset. State the consequences of excessive absenteeism - including the potential for termination. An employee handbook is a great way to spell out your policy on absenteeism, as well as the reporting process employees should follow if they’re late or absent. You need a clear and consistent approach to effectively curb absenteeism. 7 steps to curbing poor employee attendance The result? When there’s a lack of serious consequences for absenteeism, employees won’t take it seriously. Or they bring up the issue of absenteeism with offending employees – and take their word that they won’t miss work again. They don’t see how excessive absenteeism affects other employees and their business until it’s too late. If absenteeism is so problematic, why is it so hard to address? Often, business leaders just don’t grasp the enormity of the issue. The challenge of addressing poor employee attendance And when you consider lost productivity, morale and temporary labor costs, the price of absenteeism grows even more substantial. Simply put, absenteeism is a big deal for business leaders. Or escalating bitterness could provoke an argument between problem employees and their co-workers. Your employees may wonder why they work so hard, when one particular employee suffers no repercussions for his absenteeism. Over time, the situation can breed resentment and disengagement among employees and bitterness toward you, their employer. In some cases, that could mean losing a valuable contract or earning your company a reputation for not delivering a product or service on time. When employees aren’t doing their part, the entire team may fall behind on meeting deadlines. And that’s stressful for employees, especially those who are already stretched to the max. They’re stuck picking up the slack for the missing staff member, helping with tasks they normally might not have to do. And here’s why: Your other employees can’t ignore it
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While it’s true that few business leaders relish calling out employees for being tardy or missing work, the reality is that excessive absenteeism can’t be ignored. Why you can’t ignore employee absenteeism So, let’s take a closer look at poor employee attendance. Yet absenteeism, without a compelling reason for it, may adversely impact your business. Or perhaps you don’t want to be that person at your company, the one who knows exactly what time everyone gets into the office.
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RANSDELLS LACK OF ATTENDANCE S IPETITION FREE
Maybe you’re the kind of business leader who prefers to create a work culture free from the corporate grind of time clocks, rules and rigid schedules. Leadership and management 4 Comments 7 steps to handle employee attendance issues