The first step is the training of |managers on the building of supportive, trusting relationships with employees so as to foster open communication. Then it is a matter of holding regular individual meetings to gain an understanding of how employees feel about their jobs and what is important to them. Such attention alone will foster a good degree of loyalty from them.
Having done that managers need to find ways to increase levels of commitment. This includes the delegation of more responsibility, adding interesting tasks to their work day, asking them for their input and regularly praising their efforts. This must be done at regular meetings, both individually and in teams. Unscheduled attention will too easily drift into never.
Simple punishments are not likely to work because there is always a way around them. Even if they appear to work with some, workers pressured to go to work are absent in spirit. It is a lose-lose strategy because such measures create a negative environment which can make the workplace feel prison-like, thus further motivating them to avoid attending work.
For maximum results, focus should be given where there is the best chance of a good return on time, effort and money. Employees should therefore be placed in 3 categories, those with legitimate reasons to be absent, long standing problem employees and those most responsive to other changes in the past.
Employees who show themselves to be most responsive at the start of an anti-absenteeism drive need to be given most attention. As for those who respond poorly, unless they are considered to be performing an essential role, there may be no other option but to find replacements who are more committed.
Now Try : Employee Productivity
Get all the information and photos:: http://coringa.info/business/workplace-problems-absenteeism
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