Employee absenteeism negatively impacts the firm’s expected productivity and profitability. When an employee leaves, projects are not met. Companies have to extend deadlines, find new talent, and invest more cost in the hiring process.
To avoid that, HRs are expected to look after their employees. It sounds like jury duty to many. But it has to be carried out as a medium of employee absenteeism communication to reduce it further.
However, there could be a drastic reduction in employees taking too many leaves with an on-cloud employee management tool.
Besides that, there are some ways to develop communication around employee absenteeism. This will help HRs to know why their employees are absent in the first go. Other times, they will recognise the problem before it reaches its peak.
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4 Ways To Develop Communication Around Employee Absenteeism Are:
Conduct a detailed survey.
The first step must be from HRs end to know what’s going on and what’s wrong. The questions in the survey must be something like:
- What is your first motivation to come to work?
- Is the work culture not up to the mark? If yes, why so?
- How much do you feel connected to the job and the firm?
- Are you happy working at the firm as a (designation) for the past (years)?
- What changes do you wish you could bring to your job profile and why?
- Why do you think you don’t feel like turning up to work on time anymore?
- Is work not fun anymore?
- How do you want to make it fun and enjoyable again like before?
- Are your current deliverables too tough to handle?
- Have you consulted your reporting manager about reducing your burden at this moment?
Such are the questions that help HRs acknowledge the real problem that is going on with the employee. In fact, this is one of the most important employee absenteeism communication strategies to follow with a sure-shot result.
Create a wellness program for your employees.
There has to be a wellness and happiness program in your company for your employees. That’s one essential way to develop communication around employee absenteeism and reduce it gradually.
The wellness and happiness program could be using uKnowva HRMS, VB, and SI features. These tools help employees punch in and punch out with their happiness factor at the moment.
Then, later employees can interact with their teammates and peers on the spot using SI. There could be no lag in the communication whenever they want to have it to solve their immediate and urgent work-related issues.
There are several provisions in the HRMS to automate employees’ daily work. Then, they feel less burdened over the period of time. And when they feel lighter to work, their employee absenteeism rate will eventually slow down or reduce.
For other wellness programs to decipher the causes and solutions of employee absenteeism, it’s best to indulge in team-building activities. These programs help employees bond with each other better than before. They feel more connected than ever.
As a result, employees, remote or in-house, learn to trust one another. This trust factor is very important when teams are working on a project.
And with this trust level increased, employees can depend on their team members to complete the tasks together.
Eventually, this habit will make their work more bearable and enjoyable. Hence, they would not think of taking more leaves.
Offer timely vacations and paid off leaves.
Employees might be going through severe burnout phases. This is not right for the firm’s regular productivity level. If your employees have not gone on a vacation for a long time, they must.
For that, HRs can track their leaves using the uKnowva leaves management tool. From that, they can gauge which employees have been working continuously without a single leave for a given period.
It will also decipher their likelihood to be absent or even leave the organisation. This data is usually connected with the punch-ins and punch-outs using the biometric system in the firm.
So, another way to develop communication around employee absenteeism is to give them paid leaves. Let them go on some holidays or vacations like a sojourn or a vocation. Help employees rejuvenate and unwind.
Eventually, this will be beneficial for the company’s growth and culture. As sincere employees will get more such leaves than the non-serious ones. This will also set an example in the firm to be punctual and disciplined for fair rewards.
When employees return from their paid leaves, their mind is calm. They can focus more. There is less disturbance or burden of deliverables at once – at a stretch.
Holidays can aid them in brainstorming new ideas as well. That usually happens with people in the creative, leadership-oriented, or persuasive fields. It opens their mind to new ideas, projects, and ways to generate business.
All in all, timely vacations are fruitful and useful for companies and employees. There will be drastic changes in the employee absenteeism rate when the HRs push their sincere employees to take a day or two off.
Promote flexible hours or remote working culture.
Flexible hours and remote working culture are becoming the new norm for every modern firm. Employees want to work in a company where their lifestyle suits. It shows that their daily work contribution will equally matter.
With flexible hours, employees can fulfil their personal commitment and engagement without turning antisocial. They can come back to work with a rejuvenated mindset. This behaviour earns more respect from an employee in a short period of time.
And remote working helps employees explore places, and life in general as they earn on the move. This is important from a human psychological point of view. Because modern firms need employees to feel more aligned with their jobs.
But if they keep themselves happy, the chances of not turning to work daily could be slim. That’s why HRs must develop communication around employee absenteeism using the promotion of flexible hours and remote working culture.
If HRs are not sure about this change, there’s always an option for a survey or voting. They can try a hybrid work culture instead of going fully remote. This will help employees and firms know how the modern workforce wants to work at their company.
And when sincere and top-performing employees get to work at their leisure, they produce multiplied results for the firm.
As a result, employee absenteeism reduces below par. That’s mostly because employees start loving the way they work – in-house, flexible, remote, or hybrid.
Most importantly, employees become self-reliant and entrepreneurial when working remotely without micromanagement. This saves HRs time to supervise every activity. More dependence could be on the automated HRMS like uKnowva.
Conclusion:
There are multiple ways to develop communication around employee absenteeism. Not all organisations will be using every way explained above. Or even the ones they find online with extensive research.
However, you can make a list of tasks to perform and initiate to build communication around employee absenteeism in your firm.
