Employee absenteeism dents productivity. But all year round, there are events that will warrant employee absenteeism from work. It could be sickness or other unforeseen emergencies. Regardless, a manager can easily handle one or two absenteeism from work. There is an understanding that unplanned events come up once in a while. But there is a need for managers to understand how to discipline an employee for absenteeism. Yes, when the level of absenteeism becomes repeated and chronic and when employees keenly miss work repeatedly.

It is often difficult when trying to address employee absenteeism when it has become a habit. Hence, business managers try to work employee’s attitude towards absenteeism rather than correcting the event. Meanwhile, the task of employee absence management is one that requires careful measures. While you can’t force employees to be at work, those that would ridicule productivity need not remain in your team.

Hence, there is a need for managers to be familiar with some measures on how to discipline an employee for absenteeism. Here is a workable procedure to handle absenteeism among employees.

1. Design an employee attendance policy

As you try out ways to discipline an employee for absenteeism, you must have an attendance policy to guide the modality. As a manager, you are expected to design an attendance policy for your employees to make your fight effective. Most importantly, this policy must cut across every employee and must outline in details when and how they should work. In creating employee attendance policy, all issues related to attendance should be addressed. In addition, the policy should stipulate disciplinary actions for defaulters which should be based on the level of offense.

2. Ensure consistent enforcement

Habits are difficult to overcome. To effectively manage employee absence, there is a need for consistency in your approach. Once the policy has been established, consistent enforcement is next. Consistent enforcement does not suggest a lack of empathy towards employees. It simply means that the policy should not be taken for a flake. Being immediate and proactive in policy enforcement shows the employees commitment to the management.

3. Find out the reason for absenteeism

Beyond the point of enforcing discipline on an employee for absenteeism, the causes should also be investigated. As a manager, when you notice a consistency in absenteeism, you should call it out. Invite the employee and try to find out the reasons for their absence. Your findings will help any conclusion you need to make.

What kind of disciple should be taken?

One thing very clear is that, even with the policies and tight levels of enforcement, absenteeism will still happen. This means that some employees will be disciplined. However, the kind of discipline to be meted out will depend on the nature of the absenteeism. Employees who call in to inform about their absence may have a lesser case depending on their reasons. But for workers who form it as a habit to be absent and even neglect the place of pre-information, stricter measures should be taken. They should be written to and made to answer queries for their action.

You may want to reward employees who are consistent to work to encourage others. Also, studies have shown that employee engagement is also an effective tool to help them to show more commitment to work. However, the mentioned procedures on how to discipline an employee for absenteeism will help to keep everyone in shape.

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