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Improving Attendance: What managers and their teams can do

Improving Attendance: What managers and their teams can do. Click here to view the one-hour session slides Click here to view the full-length session slides. Index of slides. To understand the importance of managing attendance To understand your role in reducing absence

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Improving Attendance: What managers and their teams can do

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  1. Improving Attendance:What managers and their teams can do

  2. Click here to view the one-hour session slides Click here to view the full-length session slides Index of slides

  3. To understand the importance of managing attendance To understand your role in reducing absence To be able to carry out a simple Return to Work Interview. The learning objectives 1

  4. Every person Every time! Return to Work Interview 2

  5. To make the employee feel welcome and valued To ensure that the employee is fit to return To identify the cause of the absence To address any problem that is causing or contributing to the absence To agree priorities for the post-absence period. The purpose of the interview 3

  6. Every person, every time Prepare before you begin Hold the meeting in private Create an atmosphere of trust and support Approach the meeting in a genuine spirit of enquiry Maintain the self-esteem of the employee. Key points 4

  7. W elcome A bsence R esponsibility M ove on. The phases of the interview 5

  8. Improving Attendance:What managers and their teams can do

  9. Understand the importance of controlling absenteeism Your role in controlling it The range of possible causes of absence Conduct effective Return to Work Interviews in a range of circumstances. The learning objectives 6

  10. CIPD CBI 9.1 days per year 7.2 days per year. Surveys of absence 7

  11. The July 2004 survey by the Chartered Institute of Personnel and Development found that almost one third of employers believe that 20% per cent of absence is not genuine. 8

  12. Genuine and unavoidable Genuine, unavoidable but preventable Genuine but related to attitude Genuine but able to be tackled by flexibility Fake! Causes of absence 9

  13. W elcome A bsence R esponsibility M ove on. The phases of the interview 10

  14. Must hold the interview in private Must create an atmosphere of trust and support Must approach the interview in a genuine spirit of enquiry Must maintain the self-esteem of the absentee Must be prepared to address the issues. The manager 11

  15. To make the employee feel welcome and valued To ensure the employee is fit To identify the cause of the absence To address the cause (if appropriate) To agree priorities for the post-absence period. The purpose of the interview 12

  16. Return to Work Interviews are the single most effective tool for reducing absence Managers must carry them out for every person The interview is part of the support structure of the organisation - not the disciplinary structure. Summary 13

  17. Interviews must be: in private in an atmosphere of trust and enquiry Remember the structure: W elcome A bsence R esponsibility M ove on. Summary 14

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