Articles 7 Tips to Manage and Minimize Employee Absenteeism

7 Tips to Manage and Minimize Employee Absenteeism

Bitrix24 Team
10 min
Updated: May 27, 2024
Bitrix24 Team
Updated: May 27, 2024
7 Tips to Manage and Minimize Employee Absenteeism
Employee absenteeism is the term used to describe routine absences from work that are often unscheduled and without a good reason. Scheduled absences brought on by legal parental or yearly leaves, as well as sporadic uncontrollable events like an employee's automobile trouble, are not included. The main distinction is that an individual was supposed to be at work when they were absent. The overall full-time absenteeism rate for wage and salary workers is 3.2%, according to the Bureau of Labor Statistics (BLS), as stated in their latest report. This indicates that, generally, 3.2% of the workforce in the USA misses work on typical workdays.

Employee absences from work can be caused by a variety of factors. Occasionally workers miss work for good reasons, such as being ill. In fact, the Centers for Disease Control and Prevention estimates that illness-related lost productivity costs American firms $530 billion yearly. On the other hand, there are situations when workers could fabricate justifications to skip work or avoid doing it altogether. The absenteeism rate at the company is affected by both authorized and unauthorized absences.

Strategies for Managing and Reducing Employee Absenteeism

A particular proportion of absences, such as having a sick day, is acceptable. Nevertheless, if this starts to happen frequently, it may be a sign of more serious problems. Employee absence can have a very severe impact on the success of your company. Certainly, the expenses associated with employee absence are frequently high. The efficiency of a company's personnel should then be maximized by finding measures to lower absence rates. Keep in mind that you should heed the following suggestions to help you get a lower employee absenteeism rate:

1. Recognize the reasons for employee absences

Leaders may develop efficient punctuality policies and offer appropriate guidance by being aware of the most frequent reasons for absences. These are a few of the causes: Burnout and high stress – A frequent cause of employee absence is stress or anxiety. Both work-related and personal concerns could be the cause of this problem. Burnout, often known as persistent physical and mental tiredness, can result from prolonged and unaddressed stress. It may also set off psychological problems, including emotional distress and depression. Bullying at work – Conflict at work is unavoidable, but when it persists, it may become poisonous. The staff can opt to remain at home in this situation to shun their colleagues. Moreover, they may experience thoughts of loneliness and worry if they believe that the managers are overlooking the mistreatment. Poor morale – Staff animosity might develop if they feel underpaid, underappreciated, or taken advantage of. As a consequence, workers could feel alienated at work and ultimately leave. Duties in care – Some workers might be in charge of looking after elderly or young relatives. Depending on the circumstances, the employee might have to leave work early to accompany their relatives to physician's checkups or leave early from work because of a medical emergency. Death in the family – The loss of a cherished one can be incredibly traumatic. You can support your staff at this trying time by granting them bereavement leave so they can mourn and attend to pressing legalities.

2. Track employee absences

Leaders need a technique to quantify it if they wish to lower employee absenteeism. Maintain a record of each employee's absences, including the dates and lengths of each absence, and also the reasons for each. Leaders can identify trends of absenteeism by monitoring each case, which helps firms better comprehend and regulate absences. By monitoring employee absence and implementing action to bring staff back on track, you may adopt a preemptive strategy. This may entail establishing an email or message reminder system, providing behavioral counseling, or phoning absent staff. Record each absence and assess it. As the staff members come back from sick leave, you can also ask them a few questions to find out if they are steadily getting better: how their living situations are, whether they're having any financial difficulties, and so on. All of these details could guide you to connect with the right support.

3. Work on employee engagement

By putting methods in place to promote employee commitment, you may decrease unscheduled employee absenteeism and boost employee turnover. Standardizing management and employee communication is a good spot to start. This might entail explicitly establishing the preconceptions of both parties and maintaining an open-door approach to grievances, suggestions for development, and other questions. Employees might feel much a part of the team and organization by creating and adhering to clear communication guidelines. This is especially true for telecommuters, for whom social exclusion can be harmful to their psychological well-being. Providing ongoing training courses and mentoring chances is an additional strategy to reduce employee alienation. These could encourage workers to participate further in the worksite while helping them develop their current technical skills and acquire new abilities. Parallel to this, executives and other leaders can foster a positive work atmosphere by appreciating their team members' initiative, commitment, and sheer determination. Employee engagement and job satisfaction increase when all of these programs are active at once, which boosts sales increase.

4. Encourage a positive workplace

Absenteeism may increase if employees lack enthusiasm for their jobs, a sense of community among their colleagues, or perhaps even professional friendships. This can be resolved by encouraging a collaborative relationship through: A friendly rivalry between departments Team-building activity Communal service in groups Most of these recommendations are also relevant to distant teams, with a few minor tweaks. There is no demand for contact, and distance is not an impediment. Creating possibilities for workplace interaction will increase employee happiness by making people feel involved. Empowering staff members to personalize their workspaces and urging them to bring in mementos from home are other ways to promote a friendly workplace atmosphere. In fact, it has recently been demonstrated that placing plant pots throughout the office increases efficiency, innovation, and total self-esteem. The unplanned absenteeism rates may be lowered by establishing an environment where workers would like to invest their energy.

5. Permit a flexible schedule

Anxiety can damage people, as we are all aware. Several people reduce their frustration by working harder, while others avoid work altogether. You should try your best to assist them in managing problems at home or anywhere else. This should be the case if you would like to retain your loyal and enthusiastic employees that care about their work. To reduce employee absenteeism, provide flexible work hours, urge staff to plan holiday entitlement, and ensure everybody is aware that it's okay to take time off after business hours are over. Giving workers some latitude will make them feel better, and their enjoyment will manifest itself in their work. Naturally, it's possible for a few of your employees to experience a family crisis that keeps them from working for a while. Try and ensure your staff members are aware that using their permitted holiday leave or reporting sick when necessary won't result in any negative consequences for you. Longer tenures are more common for employees who perceive their workplaces as adaptable and who have faith in their superiors. Additionally, managers can observe a rise in worker performance.

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6. Educate managers on how to talk to an employee about excessive absenteeism

The most effective strategy to reduce employee absenteeism frequently combines manager assistance and staff education. It can be beneficial for all sides if business leaders can educate the managers on how they should interact with people who could have attendance problems. Explain to each employee's management their responsibilities and expected participation in a meeting. By adding the business's punctuality rule, you can be sure that everybody knows what to do if workers start experiencing scheduling issues. Try developing an individualized absence-tracking worksheet or automatic alert tool that alerts your managers when specific workers will be absent from the workplace to make their jobs smoother. These few procedures can reduce aggravation and guarantee that everybody remains concentrated on their task. Additionally, purchasing absenteeism management systems will: Aid in monitoring employee attendance Make it possible for managers to identify problem areas. Provide the HR department with more information about potential employee absence causes By displaying a graphical illustration of attendance on a desktop or mobile phone, such tools can help both supervisors and staff members. This allows you to spot correlations that could alternatively go undetected. Less absenteeism, more labor efficiency, and stronger levels of workforce involvement are the ultimate results.

7. Reward staff members for good attendance

If leaders would like to consider taking a rather more streamlined strategy, start by monitoring and rewarding those staff members who are regularly punctual to reduce employee absenteeism. The notion of attempting to boost staff attendance may seem quite simple. Provide the employees some sort of incentive, such as additional vacation days or cash in their paychecks, if a certain few of them regularly arrive early or remain longer at work. Cultivate strategies to motivate your staff members as well. For example, you might think about presenting shift replacements or any other advantages for extra days off if employees achieve certain attendance targets. Despite the possibility that this incentive will boost employee attendance, managers should not discipline workers who are missing on purpose or with good reason. All employees should never be disqualified, for illustration, only because they took a scheduled and allowed holiday and weren't around at work. In reality, this is a prime instance of effective and prompt communication that executives and managers may be using.

Final Thoughts on 7 Suggestions to Avoid Employee Excessive Absenteeism

It can sound difficult, but lowering absence at work is not. By implementing health measures, improving communication channels, and developing an acceptable attendance policy, you can reduce unscheduled absenteeism rates.

Each employee may need subtly distinct solutions, though. You must make sure your strategy is still adaptable enough to take into account everybody's needs and support their achievement of career objectives. In the event that you encounter difficulties when you take actions to avoid excessive employee absenteeism, Bitrix24 has got you covered! Register right away because it is one of the greatest centralized work platforms that manage all daily tasks and obligations for the management of your company. It provides every tool needed for a remote work set-upt, such as absence charts, work schedules, and task time tracker, and generates work and time reports for your convenience.


What are the types of absenteeism?

There are generally three primary categories of absence at work: Planned and authorized absences – such as vacation time, business travel, personal time off, paternity or maternity leave, etc. Genuine unplanned absences – such as those caused by illness, accidents, or personal crises Unauthorized absences – include taking part in a work strike.

Why absenteeism is a problem for employers?

Regardless of the size of an organization, absenteeism will unavoidably have some negative repercussions that affect the employer: Lower productivity Work of poor quality Loss of money for both the enterprise and the employees Negative organizational culture Make employees uninspired and demoralized.

How do employers deal with absenteeism?

To combat absenteeism, employers may: Enforce discipline for excessive absences Confirm disease after a predetermined amount of time Utilize PTO banks to lessen unplanned absences Emphasize individual appreciation for staff members exhibiting exemplary punctuality and conduct Supporting pre-arranged vacations to give workers a chance to rest.

How to talk to an employee about excessive absenteeism?

Managers and leaders should talk to employees about excessive absenteeism right after it happens. Upstart, employers should make policies and procedures explicit. Furthermore, convey your concern to the staff. Learn the reason behind their absence. Lastly, deal with the problem.

How can employee absenteeism be controlled in the workplace?

Employee absenteeism can be controlled in the workplace by: Recognizing the reasons for employee absences Track absences Optimism for work engagement Encourage a positive workplace Permit a flexible schedule Educate managers on how to talk to an employee about excessive absenteeism Reward staff members for good attendance.

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Table of Content
Strategies for Managing and Reducing Employee Absenteeism 1. Recognize the reasons for employee absences 2. Track employee absences 3. Work on employee engagement 4. Encourage a positive workplace 5. Permit a flexible schedule 6. Educate managers on how to talk to an employee about excessive absenteeism 7. Reward staff members for good attendance Final Thoughts on 7 Suggestions to Avoid Employee Excessive Absenteeism FAQ What are the types of absenteeism? Why absenteeism is a problem for employers? How do employers deal with absenteeism? How to talk to an employee about excessive absenteeism? How can employee absenteeism be controlled in the workplace?
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