Like many employers, you may have found your employees MIA more frequently during the holidays or summer.
A pretty common problem, as studies show that unscheduled absences of workers are increasing.
Various surveys actually backed this up; showing government agencies have the largest number of absences.
Before we dig any further, it’s important to note that absenteeism is an employee’s intention.
While as employers we should expect our employees to be absent in a certain number of workdays each year, excessive absences can definitely lead to decreased productivity, which affects your company’s finances and other important factors.
In this entry, we will talk about how and why missing incentives may be causing you to lose out on staff productivity, and of course how to deal with it.
There can be lots of factors why employees don’t want to go to work as often as you want them to be.
• Bullying or harassment from other employees
• Burnout or stress
• Low morale
• Childcare or eldercare
• Job hunting
Though there are many factors that are beyond our control, there are also many things we can do to make our employees want to come to work every day – through motivation.
Lack of motivation is actually the biggest reason for absenteeism, and there are actually lots of factors that contribute to this, such as:
• Failure to deal problems in performance
• Failure to reward and/or recognize performance
• Inconsistent goals
• Unfair treatment
• Promoting a competitive work environment
• Having unnecessary policies
• Poor feedback
Employers and managers who have been able to successfully motivate their staff realize how easy it is to achieve goals when employees are inspired to work.
So what can you do about these problems?
How To Deal With Performance Problems
As the employer and/or manager, it’s vital to deal with problems as they arise.
Employees with low performance should be dealt with proper feedback, coaching, and development help.
If this fails, then consider moving the employees out of their role.
If you don’t, this may cause your star performers to lose motivation as well.
Failing To Reward Performance
As employers and/or managers, part of our job is to recognize our employee’s hard work and efforts.
Having a formal or even informal program to recognize and/or reward great performances by employees can go a long way.
It’s important to make this a regular practice as the right reward structure also gives employees ownership over their responsibilities and duties.
Employees will most likely feel their work has value and meaning for the company if they can align themselves with the objectives of the company’s business goals.
Break down big goals into smaller more manageable goals and clearly communicate how each team member has been responsible for achieving the company’s core goals.
While it is normal for us to have our favourite people in a team, it is important to have a fair and transparent treatment and policy for everyone.
Communication should be clear in a way that people feel safe in bringing out their concerns if they don’t feel comfortable with a certain regulation.
Also, along with fairness, honesty should be a code to live by in your company, especially in treating your employees.
This means equal respect and opportunity to all.
Promoting A Competitive Work Environment
While we want our employees to be the best that they can be in their job, fostering a competitive environment for everybody can actually do more harm than good for your company.
What you should definitely encourage, however, is collaboration and teamwork.
Although “spiffs” and competition for sales teams can help that particular department thrive, it may not be the best way to encourage creative departments.
Test different incentives for different departments and see which ones resonate the best.
Rules, guidelines, and policies should be to simplify and organize the work processes of your company’s operation and never be time-consuming and complicated.
Listen to your staff if they have ideas on how to streamline processes.
After all, they are the ones who are doing it daily.
We all know feedback can’t always be positive.
However, it CAN always be delivered properly.
It’s best to deliver it regularly and on a consistent basis.
This is to make it easier for both the recipient and the sender.
Negative feedback MUST start with a description of what the person has accomplished, the goal they want to reach, followed by a discussion of ways on how to bridge the gap between the two.
Of course, whenever there’s an opportunity for positive feedback, give it to your employees and praise their work and effort.
We must foster a work environment employees are excited to be a part of.
And that starts with the businesses leaders.
Productivity is a huge factor in driving revenue.
The happier your staff are the healthier your teams.
The healthier your teams are the healthier your business revenues are.
A good business accountant can help you in these areas and to have a more engaged team so your business is hitting its targets