Respected Seniors, I am facing great worker absenteeism problem . So pls advice me how to reduce worker absenteeism.
with regard
Akhil
From Nepal, Kathmandu
1with regard
Akhil
From Nepal, Kathmandu
Dear Akhil,
Let me remind you a famous quote of Peter Drucker - "without measurement, there is no management". Therefore, if you wish to manage absenteeism, first conduct the study of the workers' absenteeism on the following points:
a) Absenteeism with respect to the departments and designations
b) Absenteeism with respect to the age group
c) Absenteeism with respect to the gender
d) Absenteeism with respect to the various seasons of the year
e) Absenteeism with respect to the production of certain products or requirement to work on particular machines
f) Absenteeism with respect to education qualifications
g) Absenteeism with respect to the specific time period of the month (i.e. after getting salary)
Absenteeism is a malaise due to which most of the manufacturing companies are afflicted with. The other causes of absenteeism are:
h) Company not having a brand image
i) Remuneration not as per market standards
j) Long working hours
k) Management treats employees as their slaves
l) Job and person mismatch
m) Lack of career consciousness
n) Lack of promotional avenues. People are working in the same designation for the years together
n) Company does not show any interest in developing personality of their staffs. They have a fear that if these workers become educated then they will be smart under their feet.
o) Management is unable to calculate hidden losses caused due to the employees' absence. They just deduct the employee's wages and think that they are recovering losses because of the absence.
p) Tremendous competition in the job market. Getting skilled workers is difficult. Therefore, workers try getting jobs somewhere else. If things do not work out then they come back.
q) Poor or unsafe or unhygienic work practices. They develop health problems by working in this company.
r) No employee welfare activities to speak of
You need to do one more thing is to calculate losses that the company incurs because of lost or delayed orders, quality issues arising out of frequent turnover of the employees. Show to the management these losses are far higher compared with the cost improvement in work practices. For further query, feel free to contact me.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Let me remind you a famous quote of Peter Drucker - "without measurement, there is no management". Therefore, if you wish to manage absenteeism, first conduct the study of the workers' absenteeism on the following points:
a) Absenteeism with respect to the departments and designations
b) Absenteeism with respect to the age group
c) Absenteeism with respect to the gender
d) Absenteeism with respect to the various seasons of the year
e) Absenteeism with respect to the production of certain products or requirement to work on particular machines
f) Absenteeism with respect to education qualifications
g) Absenteeism with respect to the specific time period of the month (i.e. after getting salary)
Absenteeism is a malaise due to which most of the manufacturing companies are afflicted with. The other causes of absenteeism are:
h) Company not having a brand image
i) Remuneration not as per market standards
j) Long working hours
k) Management treats employees as their slaves
l) Job and person mismatch
m) Lack of career consciousness
n) Lack of promotional avenues. People are working in the same designation for the years together
n) Company does not show any interest in developing personality of their staffs. They have a fear that if these workers become educated then they will be smart under their feet.
o) Management is unable to calculate hidden losses caused due to the employees' absence. They just deduct the employee's wages and think that they are recovering losses because of the absence.
p) Tremendous competition in the job market. Getting skilled workers is difficult. Therefore, workers try getting jobs somewhere else. If things do not work out then they come back.
q) Poor or unsafe or unhygienic work practices. They develop health problems by working in this company.
r) No employee welfare activities to speak of
You need to do one more thing is to calculate losses that the company incurs because of lost or delayed orders, quality issues arising out of frequent turnover of the employees. Show to the management these losses are far higher compared with the cost improvement in work practices. For further query, feel free to contact me.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
Dear Mr. Dinesh V Divekar,
I have gone through your post, it is so informative. Here i would like to get a few more input to reduce absenteeism :
1. Visited a 5S Model company - well established, good remuneration is paid, excellent working environment, frequent training provided (Behavioral as well as Technical), company works on shift and monitory increase in pay for every 6 month. Issue: Company is unable to reduce the absenteeism.
Kindly provide your suggestion.
Regards,
Vishwa R P
From India, Madras
I have gone through your post, it is so informative. Here i would like to get a few more input to reduce absenteeism :
1. Visited a 5S Model company - well established, good remuneration is paid, excellent working environment, frequent training provided (Behavioral as well as Technical), company works on shift and monitory increase in pay for every 6 month. Issue: Company is unable to reduce the absenteeism.
Kindly provide your suggestion.
Regards,
Vishwa R P
From India, Madras
Hello Akhil,
I think I would be able to suggest something which could be helpful, but first let me know the following :
1) What kind of absenteeism you all referring to ?
Is it the "paid leave" that the employee avails or the one which we term as "LWP" (Leave without pay) ?
(I understand your company is a textile unit.)
2) Where is it located and how's your remuneration structure like ? Do you have a variable portion and is it linked to performance ?
3) Are your worker salaries good enough ? (I mean is it comparable to other competitors located in the surrounding area/territory ?)
4) Do you have any Unions ? How's the hold of your company management over the Union/s ?
5) How's your overall business going ? (I mean, how has been the company's performance for the previous year ?) Has employee salaries being paid on time ?
6) Do your company give Overtime ? How's the workers attitude in doing Overtime ?
A few of these questions are quite sensitive but very important in order to understand the organization climate prevailing in your company and hence devise the strategy to tackle the problem prevailing. And since "absenteeism" is a trend in your company, it would have to do more with the "general climate" prevailing than any individual factor.
Regards,
A.B.
From India, Mumbai
I think I would be able to suggest something which could be helpful, but first let me know the following :
1) What kind of absenteeism you all referring to ?
Is it the "paid leave" that the employee avails or the one which we term as "LWP" (Leave without pay) ?
(I understand your company is a textile unit.)
2) Where is it located and how's your remuneration structure like ? Do you have a variable portion and is it linked to performance ?
3) Are your worker salaries good enough ? (I mean is it comparable to other competitors located in the surrounding area/territory ?)
4) Do you have any Unions ? How's the hold of your company management over the Union/s ?
5) How's your overall business going ? (I mean, how has been the company's performance for the previous year ?) Has employee salaries being paid on time ?
6) Do your company give Overtime ? How's the workers attitude in doing Overtime ?
A few of these questions are quite sensitive but very important in order to understand the organization climate prevailing in your company and hence devise the strategy to tackle the problem prevailing. And since "absenteeism" is a trend in your company, it would have to do more with the "general climate" prevailing than any individual factor.
Regards,
A.B.
From India, Mumbai
Hi all, my boss request me to do monthly report about absenteeism.i dont knoe how to do. can some one helping me.thanks
From Malaysia, Kuala Lumpur
From Malaysia, Kuala Lumpur
Hello Akhil, First thing to do is motivate employees. Implement the incentive plans.But depends on the whole month attendance along with the performance they will get the incentive.
From India, Karimnagar
From India, Karimnagar
Dear colleague,
In addition to other colleagues' input, following also may be taken into account:
1 Your stated issue is workers' absenteeism and not the turnover of workers.
2. You need to be clear about what is absenteeism. Absenteeism is an act on the part of worker of not turning up fo duty at the scheduled
reporting time of the shift for which no information is given by him/her. It is sudden absence from work. In case of planned leave , the management knows in advance and therefore an alternate arranngements can be made. It is the absence without prior information, what results in loss of valuable manhours andthe poster is referring to this.
3. No doubt, a study of the pattern, trend and severity of absenteeim as understood above needs to be taken on short term and long term basis over a period.
4 But while the systematic procedure for data collection of absenteeim departmentwise, shiftwise, type of job wise, gender wise, marital status wise, seasonwise and close to week ends/ festival holidays needs to be put in place, immediately start with the department where this problem is severe and take corrective actions like counselling, warnings etc.
5. Amongst the prominent factors known generally causing absenteeim are, distance from residence to work place and mode of transport,sudden illness/ death of family member or close relative, uninteresting work, given to some vices like drinking, gambling, indebtedness, farming work apart from adverse working conditions like excessive heat, dust etc either individually or in combination of one or several of them.
To measure the daily percentage of the absenteeim, company wise and department wise, divide number of workers absent by
the number of workers scheduled to report for duty multiplied by 100.
The problem of abseteeim requires multi- pronged attack after a clear analysis revealed by the study as referred to above. It may require some corrective actions on the part of the management in imroving working / service conditions togetherwith counseling, disciplinary actions in fit cases.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
In addition to other colleagues' input, following also may be taken into account:
1 Your stated issue is workers' absenteeism and not the turnover of workers.
2. You need to be clear about what is absenteeism. Absenteeism is an act on the part of worker of not turning up fo duty at the scheduled
reporting time of the shift for which no information is given by him/her. It is sudden absence from work. In case of planned leave , the management knows in advance and therefore an alternate arranngements can be made. It is the absence without prior information, what results in loss of valuable manhours andthe poster is referring to this.
3. No doubt, a study of the pattern, trend and severity of absenteeim as understood above needs to be taken on short term and long term basis over a period.
4 But while the systematic procedure for data collection of absenteeim departmentwise, shiftwise, type of job wise, gender wise, marital status wise, seasonwise and close to week ends/ festival holidays needs to be put in place, immediately start with the department where this problem is severe and take corrective actions like counselling, warnings etc.
5. Amongst the prominent factors known generally causing absenteeim are, distance from residence to work place and mode of transport,sudden illness/ death of family member or close relative, uninteresting work, given to some vices like drinking, gambling, indebtedness, farming work apart from adverse working conditions like excessive heat, dust etc either individually or in combination of one or several of them.
To measure the daily percentage of the absenteeim, company wise and department wise, divide number of workers absent by
the number of workers scheduled to report for duty multiplied by 100.
The problem of abseteeim requires multi- pronged attack after a clear analysis revealed by the study as referred to above. It may require some corrective actions on the part of the management in imroving working / service conditions togetherwith counseling, disciplinary actions in fit cases.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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Advisory note for absenteeism .DOC
Absenteeism a Leakage for Lack of Employee Engagement & Unproductivity in India.pdf