Does a manager need to understand issues related to managing absence? Without a doubt, the answer to this question is yes. Yet, some individuals will overlook this very important area of personnel management.
There are many complexities associated with managing attendance in a business. Often, dealing with personnel brings with it many facets that can be sometimes difficult to handle. And this only refers to dealing with the employees that are actually in attendance! Actually, even though an employee may not be in the office, the need to manage issues related to the employees absence is critical as well.
Sick leave to a great extent forms the very foundation of employee benefits simply because nobody can be expected to work at their full potential if they’re ill or recovering from an illness. Attendance management requires employers to acknowledge the fact that if employees don’t get paid during times when they’re unable to attend work due to ill health, they’ll simply start looking for an employer who will provide such benefits. At the same time, employers also need to protect themselves with regards to employees taking advantage of the sick leave benefits made available to them. Of course, employers should also take whatever steps are necessary in order to insure that the work environment is not causing frequent absence amongst employees. Managing absence in these cases can be extremely challenging.
For example, employers have an obligation to ensure that the workplace is as stress free as possible. Numerous studies have shown that when employees are subjected to high levels of work related stress, absence increases. In fact, it has been noted that stress can often manifest itself in the form of flu-like symptoms, which of course results in an employee being absent. When this involves numerous employees and happens on a frequent basis it can have a dramatic effect on the overall performance of the company. Also, if the source of stress is not removed from the work environment, there won’t really be any end in sight. On the other hand, if employers are conscious of attendance management and take the necessary steps in order to reduce stress, attendance rates will improve.
It is also important to note that unless an employee is a chronic abuser of sick leave it is best not to hassle the employee over sick days. Remember, sick days are designed to allow an employee time to get better from an illness. When the employee is in better shape, he/she can positively contribute to the prime missions of the company. This is a facet of managing absence that needs to be understood. Sometimes, it is a good idea that the employee stays home. After all, a fit and healthy employee will work better than one who is severely under the weather.
Perhaps one of the biggest challenges for management is distinguishing between legitimate absence and illegitimate absence. According to statistics, approximately 2/3 of sick days are legitimate, while the remaining days are taken for a number of reasons.
Because an excessive amount of sick days can have a devastating effect on a company’s productivity, management has no option but to address the problem, should any employee be taking advantage of the company’s sick leave policy.
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