Proper employee attendance management procedures come in handy to address the above challenges.
Measuring employee attendance: To start managing your employees’ attendance, set up a structure for measuring it. Consider purchasing time clocks, biometric systems or other time-tracking devices.
Creating attendance policies: A thorough attendance policy in your employee handbook should tell your employees how to request vacation time or take sick leave. Your policy should state how much of each leave type your employees receive. It should also explain the consequences of excessive absences or other policy deviations.
Determining why employees are absent: An employee who often finds themselves in conflict with another employee may stop showing up to your workplace. So might overworked employees or those with life circumstances protected under the Family and Medical Leave Act. Always ask why an employee is skipping work before you take action, giving you a chance to address the issue together.
Giving attendance awards: Rewards for excellent attendance may incentivize your employees to show up and do better work. Cash bonuses, “employee of the month” programs, and extra paid time off for good attendance are all great incentives. You may also see advice to implement a “no-fault” attendance policy as an incentive, which means employees incur “points” for each absence (regardless of the reason) and are disciplined or fired when they meet a certain point threshold. However, these systems can actually lead to legal troubles for your company.
Adequately training supervisors: If your company has several department heads who each manage their own employees, you should train these supervisors in how to spot and handle attendance issues. Encourage these supervisors to track and document absences, and discuss how they should approach employees about repeated absences.
Allowing flexibility: Though perhaps not possible for customer-facing hourly employees, flexible work schedules can bolster employee attendance. If you need 40 hours of weekly remote work from your employees but don’t care when during the week it gets done, say this in your company policy. Employees who set their own schedules, even seemingly bizarre ones, are often more productive.
Using time and attendance software: Time and attendance software (as well as other remote work business tools) makes all the employee attendance management approaches above much easier. As you choose your time and attendance software, look for extensive and accurate tracking, user friendliness, and ample integrations. You can also find some brand recommendations in our time and attendance software reviews.