TABLE OF CONTENTS
EXECUTIVE SUMMARY………………………………………………………………………. 2
INTRODUCTION……………………………………………………………………………….. 3
REPORT BODY……………………………………………………………………………… 3 –
Scope, Causes, Impact ………………………………………………………………….3 – 4
Implications …………………………………………………………………………….4 – 5
Action-Plan ………………………………………………………………………………. 5 – 6
Recommendations …………………………………………………………………..…6 –
REFERENCES………………………………………………………………………………….
APPENDIX………………………………………………………………………………………
EXECUTIVE SUMMARY
Managing employee absenteeism has always been an important and challenging issue in terms of maintaining the discipline among company’s workers. The topic of punctuality and regular attendance always remains demanded. This report will explain the relevance of “my employees are always late” issue to today’s business environment, discuss specific reasons causing employee absenteeism and how this issue affects a business’s ability to achieve its goals and objectives.
In addition to the general explanation of the selected topic, this assignment discusses and analyzes the importance of Human Resources and how a specific HR area manages the attendance problem in the organization. This paper uses relevant information to create an effective HR plan to encourage employee attendance and provides some useful recommendations to follow by supervisors at work in order to reduce employee absenteeism.
INTRODUCTION
Nowadays, employee absenteeism has become a significant problem for most companies. There are various reasons why workers may be absent from the workplace. However, employers can and should carefully track absenteeism in order to reduce the costs and lost time that result from employees’ being off work. Though, supervisors are in charge of scrutinizing the work-presence of the company-members, HR professionals are involved even more with every level of employee absenteeism. They plan, design, and administer policies that should potentially manage employee’s attendance and track the underlying causes (health issues, employee morale, etc.), so that an organization can reduce and, perhaps, avoid the absenteeism on its bottom line.
Scope
Employee attendance is an important anchor in achieving company’s goals and objectives. Managing workers’s presence goes in hand with organization’s strategic actions to reduce employee absenteeism. Implementing attendance policies and taking specific actions towards employees’ absence can potentially push company’s members to constantly present to do the consigned job and work productively for the benefit of the organization. A detailed and well-thought employee attendance program plays a crucial role in keeping employees engaged at work and reducing both workers’ compensation and health care costs. Thereby, the company’s productivity grows, strategic goals can be achieved, and overall business performance increases.
Causes
Undoubtedly, there is an enormous amount of issues due to which employees leave their workplaces before the shift is over or they are simply late most of the time. Such causes include absences that are only a few days in duration, short-term disability, family or medical leave, as well as absences due to on-the-job injury. However, besides legal issues there are some more actual and common reasons for the topic of lateness and absenteeism.
Managers are responsible for keeping employees engaged at work. Though, it is an obvious fact, the lack of passion for the job is still an ongoing concern. Perhaps, the lack-of-passion issue arises because employees do not feel themselves appreciated and valued. However, every high-skilled supervisor knows that the most important investment is in human talent: managers should remember to recognize their team-members and give them a sense of belonging in order to increase workers’ productivity and successfully achieve set goals. From this being said, before estimating employees managers should fulfill workers with challenging tasks. The lack of challenges leads to employee’s lateness and slowness as they do not need to strain and to go out of the comfort zone. Unfortunately, depriving employees of the ability to deal with a difficult task, increases the level of workers’ doubt about their value for the organization. Therefore, it is an infinite cycle of causes that impact businesses globally and annually.
Impact
Lateness and absence are two main concerns that affect the company’s productivity and business performance. However, a lot of firms still undervalue the significance of the problem of employee absenteeism. Instead, organizations consider such absences as a part of the cost of conducting business. From that perspective, they fail to estimate and appreciate the value of solutions that can possibly reduce the costs of absenteeism and, therefore, profit loss in general. The high price of employees’ absence harms companies even more when lost morale, productivity, and labor costs are considered. Thus, the impact is clear and disheartening: organizations should care more about their employees’ attendance in order to stay productive and profitable and to maintain competitiveness within other firms.
Implications
The issue of being late is pretty undervalued by most of the companies, though, organizations observe a lot of negative consequences resulted from this problem.
First of all, on of the main drawbacks is the lack of discipline and, as a result, weak organizational culture. Human Resources department works extremely hard on managing the working schedule in order to make the process as efficient as possible. Thus, avoiding following rules, like being late, may cause significant delays in a working process, as there are a lot of employees, whose tasks are closely related to the others’ work and findings. Also, all the tasks are supposed to be done in time, and asking for an extra hour could be tragic for a project with a tight deadline. Consequently, a company may lose its potential or even current investors and customers that could result in a decreasing reputation.
Additionally, if one employee is late for a shift and there is no punishment for it, his or her co-workers in an organization may think that it is normal to come “a bit later” without any significant reason. According to this, more and more employees will start being late, and the whole working system will be destroyed. Moreover, it will be quite hard to find the right solution to this issue, because in order to solve it, a company needs to spend a lot of time, effort, and money on launching ongoing employee training and, perhaps, attracting and hiring new human-talent.
Action-Plan
To begin with, it is important to discover all the causes of the issue. In the case of employee lateness, the main reasons are considered to be a short-term disability, family or medical leave, and the lack of passion for the job and for the challenges. Consequently, it is easier to identify the most efficient way for the problem resolution.
Also, a company needs to revise its performance management process, as the issue of lateness closely relates to employee effectiveness and productivity, and, as a result, there may be a problem inside one of the steps of the employee management. There is a possibility that the performance expectations are not set accurately, so workers do not clearly understand that it is crucial to come on time. There may be no two-way communication between employees and managers that causes such a confusion, when people think that it is normal to be late. In addition, employees can feel a lack of appreciation from an organization, so such changes as implementing performance awards, or at least praise employees who constantly come in time during the team meetings could possibly decrease the number of lateness incidents.
Furthermore, all the identified problems with the employee and performance management should be taken into consideration while preparing the general action-plan. According to this, the first step would be introducing changes to the training process, in order to emphasize a high value of discipline at the workplace, including coming on time. It would be pretty beneficial to include a detailed description about the reasons regarding the question “Why it is important to come on time to the workplace”, so this aspect would be clear for everyone.
The next step is ongoing and continues communication between managers and their employees. If it is necessary, they can give workers a day off, so the need for workers to be late every day to complete their private activities could be eliminated. Managers can discuss the reasons of lateness directly with problematic employees by talking to them one-on-one or launching an employee survey regarding their satisfaction with their schedule and the work-environment, as well as reasons for being late. So, the area of causes could be narrowed down to specific problems of every employee. However, most of the incidents of employees’ lateness can be too banal and commonplace, such as waking up too late or being stuck in the early morning traffic. All of these issues could not be solved by anyone, including managers, and employees should consider all of them quite seriously on their own as it is an essential part of a society’s daily life.
Finally, employees can be motivated through appreciation. An organization may assign a special reward system for workers who always come on time. For instance, it may be sabbaticals (for example, giving a time off to take a rest), discount on firm’s goods or services, or gift cards to stores or coffee shops. So, employees would be encouraged to come every day at the designated time and complete their tasks properly, because they would know that they are seen and appreciated by the firm’s management team.
References:
Leonard, K. (February 4, 2019). Why Is Punctuality Important in the Workplace?
Retrieved November 29, 2019, from:
https://smallbusiness.chron.com/punctuality-important-workplace-10253.html
Mitrefinch. (March 7, 2017). REAL REASONS WHY YOUR EMPLOYEES ARE ALWAYS LATE.
Retrieved November 28, 2019, from:
https://mitrefinch.com/blog/real-reasons-why-employees-are-always-late/
Morley, T. (October 20, 2015). HOW TO DEAL WITH AN EMPLOYEE WHO IS HABITUALLY
LATE. Retrieved November 28, from:
https://www.franchise.org/franchise-information/how-to-deal-with-an-employee-who-is-habitual
Roger S. Achille (October 9, 2019). Managing Employee Attendance.
Retrieved November 27, 2019, from:
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