A good attendance rate is achieved when workers come to work regularly, are accountable for time off, arrive at work prepared and on time and satisfactorily complete the hours required of them. Good attendance and low absenteeism is important for effective team work, positive staff morale, reducing costs and increasing productivity in the workplace.
Those with a cognitive impairment (particularly impairment causing memory deficits or reduced motivation), a psychiatric condition (for example, depression), a sensory impairment, fluctuating poor health or disability adjustment issues (for instance, difficulty accepting and managing limitations or symptoms) may experience problems maintaining consistency regarding attendance. It is therefore important to take into consideration the specific needs of the disability and how it affects their ability to manage attendance at work (BNet Business Directory 2007).
Workplace solutions and adjustments
There are a number of strategies and services available to employees needing assistance and support to achieve good attendance rates.
On the job strategies
- providing a flexible workplace for employees enabling them to take extended leave or time off to attend medical appointments or counselling sessions if necessary. See link below for more information:
- fostering a healthy lifestyle for workers to promote health and well-being, for example, be conscious of stress levels in the workplace, encourage physical fitness and if lunches are provided, make healthy foods available. See link below for more information:
- establishing clear or specific expectations or standards regarding employee responsibility towards attendance or absenteeism (for example, making sure they call their supervisor or manager promptly to report absences and attempting to make arrangements for medical appointments or counselling sessions outside working hours before resorting to time off work
- praising improvements in attendance—this can be as easy as a simple 'well done' or showing gratitude, alternatively offer rewards to maintain motivation levels
- keeping an on-going record of employee attendance (for instance, ensure appropriate leave forms are submitted and leave is justified) in order to more accurately monitor attendance rates and spot any patterns of absenteeism that may need addressing.
- assisting workers with the development of problem solving skills in order to determine the cause of any attendance issues such as punctuality or absenteeism, and to identify possible solutions. See link below for more information:
- increasing awareness of relevant professional support services available for those prone to absenteeism and ensure privacy is protected (for example, provide details regarding a company’s appointed employee assistance programme provider or counselling service in newsletters or via email—see relevant links below).
- establishing a buddy system with a co-worker who can role model and encourage consistent attendance work habits (Accel Team 2007; The University of British Columbia, 2007).
Aids and products
There are various aids and products available that can assist with attendance issues, such as;
Support services
A trained psychologist or counsellor may be able to provide workers assistance with problem solving, managing symptoms and emotional support. See the following links for professional help.
Other job requirements and solutions
References
BNet Business Directory 2007, Absenteeism, CNet Networks Inc., (location unspecified), viewed 21 July 2007, http://dictionary.bnet.com/definition/absenteeism.html
Accel Team 2007, Employee Motivation: Theory and Practice, Accel Team, Cumbria, viewed 1 July 2007, http://www.accel-team.com/motivation/index.html
The University of British Columbia 2007, Managing Attendance, The University of British Columbia, Vancouver, viewed 21 July 2007, http://www.hr.ubc.ca/adv_srv/managing_staff/attendance_mgmt.html