5 Tips on How to Improve Employee Attendance at Work

In many customer-facing positions , punctuality is crucial. You may control the attendance of employees to lessen absenteeism. You must trea...

In many customer-facing positions, punctuality is crucial. You may control the attendance of employees to lessen absenteeism. You must treat it as a critical element of any administration or supervisory position. Here's how to keep track of attendance and stimulate it.

How to Motivate Employee Attendance?

To begin, you must have time tracking software in order to maintain the virtue of the paid time off (PTO), sick leave, and vacation policies. Tracking time ensures that all employees have similar time-off restrictions, which is vital for fairness and justice in the workplace.

When personnel are managed across departments, you must verify that the policies that one encounters in the warehouse are the same policies that the other encounters in the office. Employees notice when they are treated differently, and this unequal treatment causes motivation and engagement issues. This attendance also includes arriving on time at their workstation.

You Must Make a Dedicated Effort to Control Absenteeism

Second, and maybe most crucially, you must manage staff absenteeism and urge them to attend work. This means the employee must contact a supervisor who has been trained to deal with absenteeism. This begins with personal contact from the supervisor, who informs the employee that they'll be missed and describes the consequences of their absence.

Speak in a nice tone, especially since many employee absences are valid and necessary, plus you're sincerely welcoming the employee back to work and emphasizing the consequences of unplanned leave.

Once again, your dialogue should focus on the impact their absence had on everyone else at work and the department.

Make Workplace Flexibility a Reality 

Allow flexibility with schedules in your company wherever possible so that an employee with an early medical appointment or ill children, for instance, might work a later hour or come in at an earlier time to make up.

Women, regrettably, have more attendance issues due to illness, accidents, and other family considerations, according to data from the US Department of Labor. As a result, workplace flexibility may include the opportunity to share jobs, arrange flexibility in shifts and remote work, as long as certain conditions are met.

Some people believe that compensatory time promotes a clock-watching mentality. This may not be consistent with the mindset of completing the entire task and meeting the objectives that you seek in a full-time or exempt employee. Exempt occupations, on the other hand, are the ones that provide the employee and the company the most flexibility.

Employee Recognition and Rewards

Recognizing and rewarding good staff attendance makes a world of difference.

While you don't want individuals to believe that their employer owes them more money for doing their work, you do want them to know that you value and regard their favorable attendance.

You may wish to include actual monetary incentives in the policy for your employee attendance in some circumstances, particularly with non-exempt employees, to curtail unexpected absences.

These policies place a premium on a set number of days of attendance. You want to stress the days of attendance, rather than reduced absences, in the employee recognition section of your attendance policy.

Consequences Should Be Provided

Finally, if a person fails to show up for work, he or she will face the consequences, just as with any other job responsibility. Therefore emphasizing the importance of time tracking software.

All of the employees who show up on time, work hard and have their morale and motivation impacted by those who don't show up on time care about consequences. Starting with coaching and feedback and following the phases in attendance management outlined above, progressive discipline is essential. Your employees who will be present will appreciate it.