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Presented by Jisha Anto Jose K varg

And absenteeism has become a huge cost and disruption to employers. . But levels of absenteeism beyond the normal range in any organization have a direct impact on the organization have a direct impact on that organization’s effectiveness and efficiency. It’s obviously difficult for an organization to operate smoothly and to attain its objectives if employees fail to report to their jobs.ABSENTEEISM • • • 3/5/13 Absenteeism is defined as the failure to report to work.

Absenteeism is costly to a company’s Some facts about Absenteeism . Employees also miss work because of stress. The primary factor affecting an employee’s stress level is his/her perception of the relationship with his/her supervisor or manager. Authoritarian management styles promote the highest rates of employee burnout an absenteeism.• • • • 3/5/13 • Most employees miss work because of personal illness or illness involving a member of the family.

– Negative relationships between employees and their supervisors can result in absenteeism. – But sometimes employees miss work because of unresolved conflict between each other.• Work conditions: – More factors affecting absenteeism The relational climate of a job can affect employees’ willingness to show up to work. 3/5/13 Interventions to reduce interpersonal – . – Employees miss work as a form of “acting out”.

More factors affecting absenteeism • Lack of incentives: – – – While many companies punish employees for missing work. Incentives can boost motivation and reduce burnout. Examples of incentives that work: • • 3/5/13 • Being able to cash it unused sick days Bonuses for perfect attendance Certificates of achievement . few think of rewarding those that show up faithfully.

An official policy allows managers to identify and refer to the EAP employees that may have other problems e.g. etc. alcoholism. An attendance policy allows a manager to intervene in cases where an employee is frequently absent.. domestic problems.• No attendance policy: – More factors affecting absenteeism – – Many companies do not have an explicit policy requiring employees to honor their commitment to the job. 3/5/13 .

Turnover 3/5/13 .

A high turnover rate results in increased recruiting. and training costs.Meaning Turnover is the voluntary and involuntary permanent withdrawal from an organization. selection. Click to edit Master subtitle style 3/5/13 .

• nor possible. i. 3/5/13 Some facts about Turnover Zero percent turnover is neither realistic .e. • It is important to know how to attract and keep the right talent. • Some turnover is actually desirable – new employees being fresh ideas and new energy.. • Excessive turnover can be very costly to a company. some workplaces respond to this by demanding even more from the few remaining employees. (The costs of turnover to be discussed in next slide. a vicious cycle.) • Turnover is often the result of burnout.

and include: – Customer service disruption – Emotional costs including loss of morale – Burnout/absenteeism among remaining employees 3/5/13 – Loss of experience and lack of continuity • The high costs of Turnover . • Whatever the financial cost.The financial costs of hiring and training new employees vary from job to job and company to company – but there is always a cost. • Other costs are less tangible. excessive turnover often results in a waste of valuable resources.

Absenteeism & Turnover • • All two factors affect each other and are affected by each other. 3/5/13 . Burnout has been identified as one of the principal causes of both absenteeism and excessive turnover.

3/5/13 – .• Change management style: – – How to deal with absenteeism? Identify authoritarian managers Provide appropriate management training • Change working conditions: Adopt policies and values that promote employee respect and professionalism – Develop and promote an internal conflict resolution procedure – Take employee complaints seriously – sometimes listening is enough. – Work to create a “just” working climate.

How to deal with absenteeism? • Provide attendance: – incentives for – Use an incentive program that is suited to your particular company – one size doesn’t fit all. Allow employees to have input into the development of an incentive program. • Develop an attendance policy: Have an attorney review your attendance policy to make sure it does not violate any State or Federal labor 3/5/13 – .

Do not place all of the responsibility on your Human Resources Dept. 3/5/13 .Reducing Turnover • • • • Top management must make a commitment to targeting this problem. One recent study found that 50 percent of the typical employee’s job satisfaction is determined by the quality of his/her relationship with the manager. Managers and supervisors therefore hold the key to reducing this costly problem. – a retention problem is a company-wide problem. not just an HR one.

Any questions…????? 3/5/13 .• Thank you…..

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