Strategies to Combat Absenteeism in the Workplace
Discover effective ways to tackle absenteeism swiftly at an individual and team level, emphasizing accountability, support, and incentives. Learn about the impact of absenteeism, organizational justice, and ideas to reduce negative impacts while promoting a healthy work environment.
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Presentation Transcript
Absenteeism Matthew Salas Selena Gutierrez Marquest Anderson
Survey Who has called in sick for any reason other than being sick?
The Impact of Absenteeism and Business Absenteeism umbrella: Partial days, long break/lunches, presenteeism Cost: $3,600/yr Per Hourly Worker Cost: $2,650/yr Per Salary Worker
2014 Healthcare Workers 432 Participants 5 Item Scale 3 Questions about Individual Satisfaction 2 Questions about Work-Unit Satisfaction Absence Frequency 6 Months Before Survey 6 Months After Survey
Individual absence frequency Internally focused job satisfaction
Takeaway Tackle absenteeism swiftly and simultaneously individually and within the work unit With the individual More responsibility More accountability With the work unit More group assignments Supervisory support Work unit incentives
Job Demands Presenteeism Absenteeism
Organizational Justice Distributive Justice Resources presented to the team Procedural Justice Decisions and Policies
Distributive Justice relationship with Presenteeism and Absenteeism
Ideas of negative impacts on Absenteeism Do not take work home. Be prepared for people calling out. Verbally and procedurally support taking time off when sick.
Takeaway Find ways to support an employee immediately after giving them more work. Provide employee with training in order to perform more efficiently. Feedback system to to ultimately reduce presenteeism.
Types of Bullying Direct bullying Intimidation Criticisms Humiliation Indirect bullying Ignoring Gossiping Undermining behaviors
Effects on employees caused by bullying Well-being Mental Physical Career outcomes Promotions Lower productivity Replacement Will to work
Number of selfreported absenteeism days
Take Away Classes No Bullying and task Related Bullying increase absenteeism after mediation follow up.(c path b=.51,p<.001) Occasional Bullying class absenteeism stems from lack of work engagement(indirect path b=.06,p=.024) Frequent Bullying and Limited Indirect Bullying classes both have significant absenteeism that stems from mental health (indirect path b=.14, p<.001)
Practical Implications First less severe negative acts Occasional Bullying classes Structured exercises in conflict, listening,techniques, and brainstorming Crew has been known to increase work engagement through communication Address task related early Can result in severe personal or workplace bullying Coach those that are bullying in communication Create clear workplace definition of Bullying Create a code of conduct Post on the board
