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.
At the core of employee benefits and attendance management is sick leave. This is because employees cannot be expected to work at peak performance when they are sick and if the do not get paid when they are recuperating, they will look towards another employer who will provide such compensation. However, it is important when managing absence to make sure employees are not taking advantage of sick leave benefits. And, of course, it is also helpful that a company does not create an environment where the individual is repeatedly unable to go to work.
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.
To a great extent, if an employee is not feeling well, it is best that he stays away from work. Remember, the sole purpose of sick leave, is to allow an employee time to recover after they've been ill. Essentially, unless an employee is abusing the sick leave system, management should avoid making a big issue of it. It simply cannot be stressed enough, just how crucial it is for management to fully understand the principles concerning managing absence amongst the workforce.
And, ultimately, it is important to distinguish between legitimate absences and those that may be less than legitimate. In general, two-thirds of employee sick days are based on an actual sickness. However, 1/3 of sick days are taken flippantly.
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.
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.
At the core of employee benefits and attendance management is sick leave. This is because employees cannot be expected to work at peak performance when they are sick and if the do not get paid when they are recuperating, they will look towards another employer who will provide such compensation. However, it is important when managing absence to make sure employees are not taking advantage of sick leave benefits. And, of course, it is also helpful that a company does not create an environment where the individual is repeatedly unable to go to work.
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.
To a great extent, if an employee is not feeling well, it is best that he stays away from work. Remember, the sole purpose of sick leave, is to allow an employee time to recover after they've been ill. Essentially, unless an employee is abusing the sick leave system, management should avoid making a big issue of it. It simply cannot be stressed enough, just how crucial it is for management to fully understand the principles concerning managing absence amongst the workforce.
And, ultimately, it is important to distinguish between legitimate absences and those that may be less than legitimate. In general, two-thirds of employee sick days are based on an actual sickness. However, 1/3 of sick days are taken flippantly.
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.
About the Author:
Joseph Michaels is an independent business author. To learn more about managing absence in the workplace try giving Wellbeing 4 Business a call
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