A company’s success heavily relies on its workforce. Happy and healthy employees can drive a company’s success, but it’s not always a sure thing. One major issue businesses face is absenteeism—when employees miss work more than expected. Read on to understand absenteeism, why it happens, and how it affects employers.
What Is Absenteeism?
Absenteeism occurs when employees frequently miss work without a valid reason, such as occasional sick days, vacations, or personal time. While occasional absences are normal, regular or long-term absenteeism can be problematic. It often leads to lower productivity and can negatively impact a company’s finances, employee morale, and overall operations.
What are the main reasons for absenteeism at work?
1. Stress and burnout
If your staff’s workload is too heavy, employees will become stressed and overworked, which may reduce productivity. People work more effectively when relaxed and well-rested. Over time, this can lead to burnout among workers. Employees might choose to miss work rather than handle the stress, even if they haven’t entirely burned out.
2. Failing to Record Short-Term Illness
Many companies often overlook short-term absences of one or a few days. However, it’s crucial to note that over 50% of employees with frequent short-term absences eventually face longer-term illness.
Tracking these absences can also help identify patterns in sick leave. Occupational Health & Safety Service providers offer systems to monitor sick leave, including uploading necessary forms and reports. Using these systems to manage and track employee absences effectively is advisable.
3. Harassment
Harassment can be a significant cause of employee absenteeism. If a worker experiences bullying or harassment, they may avoid coming to work to escape the situation. If you encounter harassment issues in your company, address them with the seriousness they deserve and take prompt action to stop the bullying.
4. Mental Health Issues
Mental health issues can lead to absenteeism because they affect employees’ ability to work well. Problems like anxiety and depression can make it hard to focus, reduce energy, and cause physical symptoms, making it difficult to come to work. Employees may miss work to get help, rest, or deal with their condition.
5. Financial Problems
Financial problems can lead to absenteeism because they create stress and anxiety that impact employees’ ability to focus on work. Employees facing money issues may become distracted, worried, or overwhelmed, making it hard to maintain regular attendance. Additionally, financial stress can lead to physical health problems or the need for time off to deal with related issues, such as meeting with financial advisors or handling personal matters.
6. Disengagement
Disengagement leads to absenteeism because employees who don’t feel connected or interested in their work are less likely to come in regularly. Employees may avoid going to work when they find their jobs unfulfilling or meaningless.
The Effects of Absenteeism
Absenteeism affects more than just an empty desk; it impacts every part of a business. According to “Absenteeism: The Bottom-Line Killer,” unscheduled absenteeism costs companies about $3,600 annually for each hourly worker and $2,650 for salaried employees. Centers for Disease Control and Prevention Foundation reports that absenteeism generates $225.8 billion in lost productivity annually. Besides the financial costs, chronic absenteeism also harms employee morale and reduces overall productivity.
6 Ways to Reduce Absenteeism
1. Introduce a Wellness Program
Stress.org reports that 80% of workers experience job stress, and nearly half say they need help managing it. Stress can lead to depression, which may cause chronic absenteeism. To address this, consider setting up a wellness program.
Wellness programs offering health education and lifestyle tips boost productivity and employee engagement. They provide benefits beyond work, helping employees in their personal lives. Services like flu clinics, therapy, and dietary advice can all contribute to reducing absenteeism.
2. Address Unscheduled Absences Immediately
If you notice a pattern of unscheduled absences, address it immediately rather than waiting. What might seem like a minor issue can quickly become a more significant problem. Addressing the situation shows employees that you notice their behavior and care. Regularly check in with your team to ensure they are doing well.
3. Establish a Clear Attendance Policy with Incentives
An employment contract and handbook provide basic guidelines, but do you offer additional incentives to ensure employees show up for work? Consider benefits like extra vacation days, paid personal time off, maternity/paternity leave, flexible scheduling, and bonuses. These incentives go beyond a regular paycheck and add significant value. Your attendance policies should be clear and accessible to all employees, from executives to part-time staff. They should detail the allowed time off, the process for requesting time off, how to record absences and tardiness, and the definition of chronic absenteeism.
4. Identify the Root Cause of Excessive Absenteeism
Understanding why employees are missing work can help you reduce absenteeism. Typical reasons include stress, overwork, boredom, workplace bullying, lack of recognition or financial incentives, or personal issues. Knowing what’s affecting your employees allows you to address these problems before they worsen.
Workplace surveys can help you determine what’s going on with your team. Feedback from employees is essential, and when workers feel that management listens to them, they are more likely to be happy at work. According to Forbes, many employees leave jobs because they think they are “overlooked and ignored.” Addressing these concerns can reduce absenteeism and improve job satisfaction.
5. Flexible Scheduling and Remote Work Days
After the shift to remote work due to COVID-19, offering flexible scheduling and remote work days has become a key strategy to reduce chronic absenteeism. Allowing employees to create schedules that fit their personal lives can lead to a happier, healthier, and more productive workforce. Hiring reliable people and trusting them to manage their time can improve job satisfaction and overall performance.
6. Industry-standard salary and Benefits
Offering industry-standard wages and benefits helps keep your employees motivated and engaged. In a strong economy with many job opportunities, competitive pay and benefits can prevent employees from seeking higher pay elsewhere.
Conclusion
Addressing absenteeism requires understanding its various causes and implementing proactive measures. By recognizing issues like stress, harassment, or disengagement and offering solutions such as wellness programs, flexible scheduling, and competitive benefits, you can significantly reduce absenteeism. Creating a supportive work environment and addressing problems ensures that employees remain motivated and engaged, which ultimately boosts productivity and helps your company thrive. Consistently reviewing and updating your strategies can help sustain a positive workplace environment and prevent absenteeism from affecting your business.
FAQs
Why is it essential to track short-term absences?
Tracking short-term absences helps identify patterns that may indicate longer-term health issues, which can prevent minor issues from becoming more significant problems and improve overall workforce management.
What should I include in an employee wellness program?
A comprehensive employee wellness program should provide diverse resources such as mental health support, fitness initiatives, health screenings, stress management workshops, and nutrition advice. Create the program to fit your employees’ specific needs and preferences.
How can I identify if stress is causing absenteeism in my team?
Look for signs such as increased absenteeism, decreased productivity, and changes in employee behavior. Conduct anonymous surveys or hold one-on-one meetings to discuss stress levels and job satisfaction. Addressing these concerns can help reduce stress-related absences.
How often should I review my company’s attendance policy?
Reviewing your attendance policy annually or whenever significant changes in your business or workforce occur is advisable. Regular reviews ensure the policy remains relevant, fair, and effective in addressing absenteeism issues.
