The most significant asset in any company is its workforce. It can make or break your company’s productivity. The management of employees includes attendance as a key component. A higher turnover rate and a loss of productivity are two consequences of poor attendance management.
The business’s responsibility is to keep track of and maintain employee working hours while adhering to labour laws and regulations. Additionally, only when attendance is properly calculated can employees receive accurate pay.
Workers hold the right to sue if they are not paid for overtime, demonstrating how important it is to control attendance effectively in the workplace. The goals and efficiency of your organisation can be increased by having a well-managed attendance system.
Here are various methods an organisation may use to manage and maintain its employees’ attendance efficiently.
Using the Bradford Factor Technique
The Bradford Factor is a simple yet effective tool for calculating employee absenteeism. It can assist in locating absenteeism and sickness patterns. It helps companies better understand how worker absences will affect their company.
The data collated through analysis and feedback can be used to help the employees that are struggling with attendance, as well as identify patterns of which teams are absent the most throughout the company.
There is a basic equation of the Bradford Factor calculator that consists of “BSD”. ‘B’ means the Bradford Factor,’ S’ means the spells for an individual’s absence over a set period, and ‘D’ means the total amount of days absent over the same period.
Establish Clear Guidelines for Your Staff
An effective step in managing attendance in an effective way is to create a clear attendance policy that outlines guidelines and expectations. By doing so, one can easily manage their company effectively and cut down on unplanned absences.
The policy should specify how to request time off and the repercussions of not adhering to attendance requirements. To ensure that both are consistent, consider your corporate culture when developing the policy. Talk to your staff, find out what they expect, and make sure they comprehend the policy well.
Combine Your Payroll and Attendance Data
Payroll relies heavily on proper attendance management. You risk overpaying or underpaying your staff if there are inaccuracies in your attendance data. Processing payroll manually and analyzing attendance data can be time-consuming and prone to error, particularly if your workforce is large and scattered over several sites.
It may be beneficial to use HR software that has dedicated payroll modules. Payroll processing is made simpler, more visible, and more accurate thanks to HR software that computes working hours, overtime, and lost pay.
Be Adaptable
Employee morale will suffer if strict attendance regulations make them dislike their jobs. Unscheduled absenteeism rises when workers are given minimal time off, which could negatively affect an organisation’s goal. Making their attendance policy flexible is crucial.
Most of the workforce in the upcoming years will comprise millennials and gen Z, who might prioritise flexibility over all other benefits. It is predicted that by 2025, 75% of the workforce will be dominated by those demographics as they both have similar values.
It is also important to consider and address any concerns that a company’s employees have while also avoiding letting any unconscious bias take hold.
Conclusion
The best way to monitor employee absence in the workplace is by using a combination of methods. By tracking absences through assessing attendance records and communicating regularly with employees, companies can get a clearer picture of how often employees are absent and why.
Organisations need to use this data at their disposal to identify any patterns and issues that might be causing their employees to miss work.
