One of the biggest causes of drop in productivity in companies, absenteeism is one of the main points of attention in a people management strategy. To solve this problem, the first step is to understand its causes: why employees miss work?
If a collaborator is late every morning or is frequently absent, he becomes a problem for the progress of the business. After all, managers cannot count on this person to complete projects, in addition to the situation causing strangeness in the rest of the team.
However, before punishing the employee, it is essential to seek to understand this behavior. Absences are not always due to bad faith or laziness. There may be much deeper reasons behind the situation.
With that in mind, we have listed the main reasons for employee absences and how to manage them. Do you want to learn how to deal with faults? Keep following the post!
According to the survey consultancy PwC, the main reason that explains why employees are absent is the boredom. 61% of respondents said they were absent because they felt unmotivated and depressed about their tasks at the company.
In this case, the big challenge is to identify the reasons for the demotivation. If absences are frequent across the entire team, the company probably has deficiencies in people management<span style=”font-weight: 400;”>.
This happens when the leadership does not offer the necessary support to the team and does not recognize the efforts of the professionals. Bad managers also tend to exaggerate the routine of employees and are not open to dialogue.
This bad relationship helps people lose engagement and start to miss more, either because of a lack of desire to work or because they are looking for new opportunities.
Other common causes of demotivation are below average wages efhigh interest in daily tasks. To find the root of the problem, the ideal is to call the professional for a frank conversation.
If the problem pointed out is the leader, seek confirmation from other team members and choose a manager who, in fact, works on behalf of the team.
Have one job review policy it is also an excellent strategy. Instead of keeping a professional unmotivated by doing something he doesn't like, it is worth detecting what he does best and directing him to a function that is closer to his aspirations.
2. Desire to be fired
For various reasons, there are many cases of professionals who wish to leave the company, but do not resign so as not to lose financially. So, they often start missing to force a shutdown.
If you see this intention, know that the company can protect itself with the force of the law. For each unexcused absence, the employer must act as follows, according to the CLT:
- First foul: apply a verbal warning, recorded on the employee's record.
- Second foul: apply a written warning, recorded on the employee's record and signed by two witnesses;
- Third foul: In addition to the written warning, apply a one-day suspension, with a discount on salary.
- Fourth foul: In addition to the written warning, apply a suspension of three days to one week, with a discount on the salary.
- Fifth foul: Dismissal for cause.
Some labor conventions determine some adaptations in the process, but the essence is always the same: apply warnings to correct the behavior and, ultimately, dismiss for just cause, without the right to a fine or unemployment insurance.
3. Personal problems
Chronic delays and absenteeism they are often signs of serious personal problems that explain why employees are absent. It can be a disease in the family, alcohol dependence, drugs or abusive relationships, among others. In a private meeting with the employee, ask if there is anything going on and how you can help.
Offering support in a difficult time can make a problem employee become one of your most loyal employees thereafter. To know listen without judgment or prejudice it is important, because many times the person just needs a welcome that he does not find anywhere.
Another situation that usually answers why employees are absent is the financial problems. Dealing with debts and arrears in personal accounts is something that leaves many people distracted, stressed and sometimes unable to go to work.
So take care of the financial well-being of your employees. Know that this goes far beyond a competitive remuneration package. It is necessary to have financial education initiatives in the company<span style=”font-weight: 400;”>, so that everyone learns to have a positive relationship with money.
4. Health problems
Medical issues are among the most frequent reasons that explain why employees are absent. It is very common for an employee to be absent because he has the flu, is in pain or because he took the day off for routine exams. There are also cases of long leave for more serious treatments.
What many people do not take into account is the mental illness, which includes a large part of absences from work. Depression, anxiety, stress and burnout they are some of the most common diseases among workers, and in extreme situations they become disabling.
The company should be offering support for both physical and mental health problems. We are all human beings, and sometimes we get sick. Never expect or allow an employee to put work in front of their own health.
If you are absent for one or a few days it ends up being better than working without conditions and not being able to have a good income.
Directly linked to mental health, the bullying is a great example to help us understand why employees are missing. Unfortunately, many professionals suffer from pejorative or aggressive comments coming from colleagues or managers, so that day-to-day living becomes unbearable.
It's the company's role implement policies that prevent bullying and all types of harassment vehemently. A good organizational climate is essential to keep satisfaction and productivity up.
Those responsible for any psychological aggression need to be duly warned, under penalty of dismissal in case of recurrence.
Now that you understand why employees are missing, it's time to take action to prevent the problem. Remember if: before jumping to conclusions, evaluate on a case-by-case basis and get to know the situation of the employee in question. So you can take the most appropriate measures to reduce absenteeism in the company.