HR Connections Michigan 2016 - (Page 16)

ABSENTEEISM IN THE WORKPLACE: 7 WAYS TO RESOLVE THIS BOTTOM LINE KILLER By Caron Beesley, Contributor, U.S. Small Business Administration E mployees are the lifeblood of a small business but they are also human and need time off to deal with sickness, manage family needs, and fulfill civic commitments like jury duty. Personal time off is essential, but what happens when it becomes a problem? Persistent absenteeism (habitual and intentional time off) is a chronic problem for U.S. employees costing $3,600 per hourly employee per year, and $2,650 per salaried employee per year, according to a whitepaper written by Circadian Technologies, the leading international research and consulting firm assisting companies with extended hours operation. 16 2016 MISHRM State Conference * Oct. 12-14 Not only does absenteeism effect your bottom line, it increases everyone's workload leading to poor quality output and a sour atmosphere all round! Absences occur for many reasons-burnout, stress, bullying, low morale, job hunting, etc. There's also a generational element when it comes to absenteeism. Research suggests that millennials are more likely to skip a day when they feel anxious, whereas as baby boomers value showing up for work, even when they are under the weather. Whatever form absenteeism takes, it's bad for business. But here are seven ways to resolve persistent absenteeism: 1 Try to Identify the Root Cause There's often a good reason behind that call you just got from an absent employee excusing themselves from work and your gut instinct can guide you on this one. However, if you are noticing an excessive pattern and finding it hard to take your employee's word for it, then it's time to take action. If an employee is just not bothering to show up or giving you advance notice, then an intervention is essential. Start keeping a paper trail and records of absences. All information including registration is online at:

Table of Contents for the Digital Edition of HR Connections Michigan 2016

Welcome Message
Save the Date – “THE FUTURE OF HR IS NOW”
This is THE PAGE!
Want More “On-Fire Employees?”
‘Reskill’ of HR Teams Starts with Senior Leadership Development
Engagement Survey vs. Satisfaction Survey
Unlawful Employee Handbook Provisions
Absenteeism in the Workplace: 7 Ways to Resolve this Bottom Line Killer
Index of Advertisers/

HR Connections Michigan 2016