Does rewarding employees for attendance solve the absenteeism problem?
Reward programs do motivate most employees to cut down on absenteeism. Some reward programs reinforce employees continuously, giving them small bonuses on a weekly, monthly or bimonthly basis to reward and encourage perfect attendance. Larger bonuses could be given twice a year for perfect attendance. In some organizations, employees with excellent attendance records qualify for monthly drawings for a cash bonus. Give all qualified employees a certificate in recognition of their attendance. A cash bonus could be paid at the end of the year. Or, to emphasize the impact on profit sharing, announce that when absenteeism costs go up, the amount the company sets aside for profit sharing goes down; when absenteeism goes down, the amount the company sets aside for profit sharing goes up. Announce absenteeism costs on a monthly or quarterly basis.
Should rewards and discipline be combined to stop absence abuses?
While a reward system can motivate most employees to decrease their absenteeism, there is still a need for using discipline to control absenteeism. Integrate a reward system with a discipline system to affect both those employees who respond best to a reward system and those employees who respond only to discipline.
Design a discipline system that works to change behavior rather than getting rid of employees with discipline problems. Institute a progressive discipline system where the severity of the penalty increases with each unwarranted absence.
Progressive discipline system. Be sure that the employee is made aware of the consequences that will result if an absence problem is continued. A progressive discipline system usually includes the following steps:
Oral reprimand. Have the supervisor meet with the employee to discuss the problem and make sure the employee understands the company's absence policy, including further disciplinary measures that will be taken if the problem continues.
First written warning. Give a written warning if the employee's absence continues to be unsatisfactory. Discuss its significance, along with further disciplinary measures that will be taken if the employee's absences continue to be a problem.
Suspension. Suspend the employee without pay if the problem continues beyond the written warning. Once the employee is suspended, make clear to the employee that there will be no further warnings? This should be the last chance for the employee to change.
Discharge. Explain the reason for discharge and also explain the company's efforts to correct the problem. Document the meeting with the employee.
<p>Reward programs do motivate most employees to cut down on absenteeism.</p>
Does rewarding employees for attendance solve the absenteeism problem?
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