20 May How To Measure & Manage Employee Absenteeism
As you probably know, employee absenteeism is a growing problem. It can take many forms and come from a number of causes. Once you do the math and see the impact it has on productivity, you’ll find out very fast that you can’t afford NOT to have a streamlined process to actively measure and manage it.
Even though some instances of non-attendance are classified as absenteeism, the onus is really on you, as deemed by your company’s attendance policies, to properly manage and accurately document.
In today’s article, we are talking about measuring and managing all the forms of employee absenteeism — even the scenarios in which your employees are actually at work.
Why is it Important to Measure Employee Attendance?
Job dissatisfaction is one of the key driving factors for absenteeism. Businesses are incurring significant losses because of missed shifts, lower production and time spent on tracking employee attendance.
These high rates of absenteeism are linked to lower morale of other employees, resulting in an even worse situation. Here are some frequent questions that HR Managers and Supervisors ask us.
How to Measure Employee Absenteeism?
There are many formulas that assist with measuring absenteeism that also provide visibility to the average absenteeism rate per employee.
One of them is a formula which takes the total number of absent days per employee, and the total number of employees, measuring this KPI unit in a percentage.
For example, if your company has 400 employees and the total number of absent days in the year is a 1000, dividing 1000 with 400 gives you a result of 2.5 absent days per employee. This is a good number to compare to your existing benchmark, then start managing by exception to identify a pattern.
The absenteeism rate per employee, on the other hand, is obtained when you do the math by dividing the total number of absent days per employee with the total number of working days – and then multiply this by 100. Same thing only different, but again, you’re looking for a pattern.
Another way to look at this is that if you take the rate of 2.5 absent days per employee and divide by an average of 260 working days per year, then multiply by 100 (2.5/260 x 100) this shows the employee with under a 1% absentee rate.
Look For Patterns of Absenteeism Between Co-workers
Another insightful way to measure your employee absenteeism is by creating a grid of your office and track which employees are absent the most. What you will probably find is the fact that very often, employees which are located close to each other tend to miss more workdays.
An effective solution is implementing an employee attendance hotline. It’s easy, affordable and extremely efficient. Here’s how it works.
An employee attendance hotline is a dedicated telephone number that employees call to report their absence or tardy. Based on your required call-off information, one of our professionally certified call agents will gather your custom message details and dispatch it to the appropriate manager or group. Custom reporting is also available to ensure accuracy within your own documentation system as well as identifying patterns of employee call-off’s. It’s the perfect solution for ensuring compliance with your employee documentation process.