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2 Strategies to combat absenteeism abuse, and more

by , 23 March 2016
According to the Chief Executive of Isilumko Staffing, Nritika Singh, absenteeism is a widespread problem in South Africa that simply must be addressed.

According to Singh: "Absenteeism increases costs, reduces service and productivity and demotivates fellow staff. You cannot avoid "all' absenteeism, but levels above 10% indicate a serious problem. It is our experience that absenteeism levels of 2% to 6% are achievable with the right focus and solutions.'

At the end of the day, not having all your staff in the workplace, at any given time, means a drop in production, which takes its toll on your company's pocket.

So in addressing the issue, Singh gives her opinion on 2 tactics you can use to curb absenteeism in the workplace, namely 'consequence management' and 'incentives', and comments on their effectiveness.

Here they are...

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Tactic#1: Consequence management

Responding quickly and effectively to absenteeism is key to instilling discipline within your employees in the workplace.

Holding post-absence interviews is a great way to address such issues, especially when patterns of absenteeism have been picked up.

If done correctly, post-absence interviews can greatly decrease absenteeism in the workplace.

Ensure that the following areas are covered during a session:

·         Reasons for the absence;
·         If applicable, any medical certificates and supporting documentation;
·         Verification of the medical certificates;
·         Any patterns of absenteeism; and
·         Consequences of abusing absenteeism.

What this tactic effectively does is it instils discipline in among employees through awareness.

And now that they know they're being monitored, they'll think twice before abusing the system.
 
Tactic#2: Incentives

The basic intention of introducing incentives, in order to combat absenteeism, is to encourage employees to come to work.

But Singh seems to be of the opinion that this strategy risks not being as effective as it could be.

In other words, while it can work on some employees who are already abusing absenteeism, the general pattern is that such incentives merely reward those employees who already have good attendance records.
 

*To learn more on each of the above points touched on by Singh, as well as learn other tactics you can use to combat absenteeism in the workplace, go over to Chapter A 01 in your Practical Guide to Human Resources Management handbook.

If you don't already have this useful HR resource, click here now to order your copy.

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