Many HR teams spend a lot of time putting together a comprehensive absence policy. Sadly, their efforts are watered-down if managers don’t know or understand the policy, or if they forget to check what absences meet the trigger criteria. Some absence triggers are so complex that you definitely need a computer to check who trips them. Working with spreadsheets is the worst enemy of a sophisticated absence management process. Never fear, Engage is here to help.
This is a myth.
It is not uncommon for a capability procedure to stall or even come to a complete standstill because the employee is refusing to attend a capability meeting. Without the meeting going ahead, the employer is unable to continue with the necessary stages of the process and a resolution one way or another remains pending. This does not have to be the case, however, since a capability meeting can also be held in the employee’s absence. As long as the employee has been given reasonable opportunity to attend or to submit responses in writing, the employer can justifiably proceed without the employee present. Continue reading
It is commonplace to think that if your employees are off sick, you should not ‘bug’ them with what could feel like ‘intrusive’ phone calls or e-mails. Some even think that it could be classed as harassment to keep in regular contact with a sick employee. This is a myth. Continue reading
Managers may often feel that they ‘know’ when employees are faking an absence. The gut feeling may be based on their personal relationship with the employee or the fact that they have noticed patterns of absence e.g. repeatedly taking sick days on a Friday. Relying on instict is not an approach we recommend. This article explains the best practice for addressing absences that you think may not be genuine.
Do you struggle to record who on your payroll is isolating, shielding, furloughed or recently reported possible Covid-19 symptoms? Are you tired of keeping your teams updated with ever-changing public health advice? Is your company balancing the tightrope between safeguarding staff whilst staying in business? If so, you are definitely not alone. The good news is that a robust absence management system can help make these tasks easier. Below are a few points to illustrate why absence management is essential work in the era of Coronavirus, especially for those employing essential workers. Continue reading
One thing Honeydew knows how to do well is implement Absence Management effectively. However we also know that it can be tricky for companies to implement a new and better way of dealing with staff absenteeism. We are here to make it simple for you to encourage as many of your team to embrace an improved approach to maximising attendance. Continue reading
Some time ago, we came across an article that suggested it is sometimes better not to have an absence policy. The subject of criticism was strict attendance policies, which were said to breed discontent and be counter-productive to employee engagement among other things. Continue reading
This is a guest edition in our Productivity series, exploring how non technical teams can improve productivity by implementing Agile methods.
Anyone involved in software development will be familiar with the term “Agile”. Agile methodologies have been advocated for some time in the tech community and many start-ups also subscribe to the lean and agile mantras. Agile doesn’t have to be restricted to programming or start-ups, though. The same methods produce great results in improving productivity and performance in any line of work. Continue reading
As with any business strategy, good data is the key to success and absence management is no different. As we like to say around here: “good absence management starts with good data.” How good is your data, really? Continue reading
Effective absence management is highly dependent on good communication, specifically communication between management and employees. If the employee is honest and punctual in updating the employer on the status of their health or personal situation, the employer can help and manage the situation for a swift return to work and minimal impact on the remaining employees.