员工缺勤是指员工经常在没有任何合理的理由或事先与经理讨论的情况下缺席。它不计算有偿时间或有理由缺席，例如产假。
过度的缺勤可能会损害您公司的底线，并导致生产力，时间和员工士气差。
为了确保您的员工遵循适当的程序并事先告知您，您需要清楚地了解缺勤的主要原因。这将帮助您制定合理的员工出勤政策，并采取正确的步骤来减少旷工。
继续阅读以了解我们如何减少工作场所缺勤的13个技巧。
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关于如何减少工作场所缺勤的13个可靠提示
任何不习惯上班的未定计划都称为员工缺勤，这通常不包括计划的树叶。
过度缺勤会对雇主，雇员及其团队产生负面影响。以下是公司和竞技团队成员可能遭受员工缺勤症的一些方式：
- 降低生产率。
- 增加人工成本，尤其是如果您必须经常雇用临时工。
- Lack of quality control.
- 由于人员不足而导致的客户服务差。
- 员工倦怠从缺席员工的工作量。
- 如果员工不断过度劳累，没有任何认可或奖励。
同样，缺席的员工可能会见证减少工资，由于需要“追赶”而导致的压力水平更高，并且在不断不合理的缺勤情况下，请解雇。
一定程度的缺勤是可以理解的，例如度过生病的一天。
然而，if this becomes a pattern, the employee’s frequent absence might point to deeper issues at play.
这是我们详细的文章涵盖5 surprising reasons why attendance is important at work。
因此，让我们找出如何使用13个提示来解决旷工问题：
1. Understand the Causes of Employee Absenteeism
Understanding the most common causes of absenteeism can help you create effective attendance policies and provide targeted support. Some of these causes include:
A) High Stress and Burnout
Stressis a common reason for employee absence. This stress may be work-related or due to personal issues.
Excessive, unresolved stress can lead to chronic mental and physical exhaustion, also called烧完。它还可能引发心理健康问题，例如抑郁和焦虑。
所有这些都可能对员工的个人和职业生活产生负面影响，从而增加了不习惯的旷工。
b）工作场所欺凌
While workplace conflict is inevitable, it可以变成有毒的when it’s persistent.
如果发生这种情况，员工可能更喜欢待在家里避免他们的同事。此外，如果他们觉得您忽略了欺凌行为，那可能会导致孤立和焦虑的感觉。
C) Low Morale
如果员工感到不欣赏，被低估或被视为理所当然，则可以产生resentment。结果，员工可能会感到与工作场所的脱离最终退出。
D）护理责任
Some employees may be responsible for other family members, such as caring for an elder or a child.
在这种情况下，员工可能需要错过工作，以将其家属带到医生任命或由于工作日中期的紧急情况而赶回家。
然而，flexible scheduling可以帮助员工处理不同的责任，并保持更健康的工作与生活平衡。
e）身体，情感和心理健康问题
员工慢性健康状况, physical or otherwise, often have a高缺勤率。
虽然您可以照顾自己的身体环境提供卫生设施，尤其是在流感季节，精神健康问题需要更多的理解和灵活性。
Allowing employees to take私人假期可以帮助他们在工作场所感到更舒适，因为他们没有构成借口或披露敏感信息的压力。
F) Bereavement
失去亲人是极大的创伤。
During this difficult period, you can help employees by giving them丧亲叶悲伤并照顾重要的法律事务。
2.制定明确的出勤政策
作为一个valuable resource对于公司的人力资源（人力资源）部门，员工和经理，出席（或旷工）政策应直接且易于遵守。
您的缺勤政策应该澄清：
- The number of leaves employees can take in a month or year.
- 适当申请叶子的适当协议。
- How to record absences.
- 什么是“过度缺席”。
- 什么构成迟到（例如，迟到30分钟）。
如果您的员工在远程和不同时区工作，则您的政策应指定如何记录和计算员工出勤率。例如，您可以选择使用缺勤跟踪工具记录何时员工签名，如果他们在最低工作时间以及缺席时工作。
Additionally, it needs to outline any disciplinary action supervisors/managers can take if employees are frequently absent or tardy.
You should alsodiscuss the policy with new hires在入职期间inform employees of any changesas soon as possible. This is especially important as it informs employees of what’s expected and the repercussions of continued unexcused absence.
You can take this opportunity to outline flexible work options, if available, and your policies for medical leave, maternity leave, sick pay, etc.
学习how to draft an effective attendance policyfor your organization.
3.鼓励员工敬业度
A great way to reduce unplanned absenteeism and increase employee retention is by implementing strategies to make your staff more committed to the workplace.
你可以从streamlining communication在经理和员工之间。
This could mean expressly outlining both sides’ expectations and keeping an open-door policy regarding complaints, improvements, and inquiries.
Establishing and following特定的沟通规范can help employees feel more connected to your company and fellow team members. This goes double for a remote workforce wheresocial isolationcan prove detrimental to employees’ mental health.
打击员工脱离接触的另一种方法是提供连续培训计划和教练机会。这些可以帮助员工提高现有技能并学习新技能，同时更多地参与工作场所。
同样，经理和主管可以创建一个constructive environmentby recognizing employees’ hard work, dedication, and proactiveness.
When all these initiatives run simultaneously, employees feel more engaged and satisfied in the workplace, leading to更高的收入增长。
4. Foster a Positive Work Environment
If employees aren’t excited about their work, don’t feel a sense of belonging with their coworkers, or even have workplace friends, it could contribute to absenteeism.
You can address this by fostering a team mentality through:
- 部门之间的友好竞争。
- 团队建设练习。
- 团体社区服务。
All these tips are applicable for remote teams as well, with slight adjustments. Proximity is not a requirement, and geography isn’t a barrier.
为员工介绍机会engage with each other将帮助他们感到纳入并提高员工满意度。
You can also create a welcoming工作环境通过鼓励员工带来个人小说，并允许他们装饰工作空间。
例如，在办公室周围盆栽植物已被证明是boost creativity, productivity, and overall self-esteem。
Creating a space where employees想要spend their time can help reduce your unscheduled absence rates.
5.改善员工福祉
Illness, stress, anxiety, and burnout can lower immune system response, making employees susceptible to infections and long-term sickness absence.
然而，you can try to reduce the effects of these health issues by implementingworkplace wellness programs。
健康计划可以：
- 告知员工压力管理策略。
- 在工作日提供急需的休息时间。
- Offer access to important resources.
结果，他们可以降低医疗保健成本并减轻压力，同时改善压力士气和生产力。
你也可以预先解决问题,明星ting initiatives like offering annual flu shots or hosting mental health workshops.
找出哪个wellness challengesyou can implement today!
6. Provide Leaves and Paid Time Off
These days, employees expect companies to help them maintain a healthy work-life balance. This includes receiving充足的带薪休假（PTO）。
Many companies today offer unlimited paid leave. It lets employees take time off when needed and reduces the harmful effects ofpresenteeism。
所有这些都为员工感到更加敬业和忠于工作场所，这提高了生产率。
Reasonable PTO policiesempower employeesby transparently showing them how many leaves are available. As a result, they’re more likely to follow the proper procedures outlined in your absenteeism policy and inform you about time off in advance.
These scheduled absences can help you plan ahead, like雇用自由职业者或临时工人几天。
7. Offer Flexible Work Options
许多研究have shown that flexible and remote work options improve employee performance, productivity, and satisfaction.
Flexible work allows employees to管理自己的时间。So, employees can take breaks without fear of judgment, go for a walk, run errands, take a nap, and be there with their loved ones.
这是员工维持对他们有效的工作生命余额的绝佳方式。例如，如果员工不是一个早起的人，灵活的工作时间表让他们在最有生产力的时候开始工作。
结果，您可以降低整体缺勤率，而不会损害员工的健康和福祉。
8.定期入住
Chronic absenteeism without a justified reason can be cause for concern.
Checking in regularly with employees at all levels can help you了解他们的心态。它也可以让您提供灵活的工作时间表或减少特定时期的工作量。
您可以使用这些校验来衡量员工满意度，并确定您是否需要更改任何工作政策。
9. Utilize Absence Management Tools
缺席跟踪工具使您可以实时了解员工缺勤和出勤率。
他们也可以提供相关数据关于缺勤趋势以及某些政策是否有效。您可以使用此数据来实施旷工政策中的更改。
它也可以：
- 帮助员工计划树叶。
- 移民和last-mi让监管者文档nute absences.
- Keep the HR professionals in the loop for authorized absences.
Time Doctor，一种强大的员工管理工具，可帮助您检查整个公司的员工出勤率。
它的生产力报告显示了哪些员工是不存在，现在，晚或部分不存在在任何日期或指定日期范围内。这使您可以保持员工出勤率的完整记录，并在他们开始成为一种模式的情况下解决计划外的缺勤。
阅读更多有关时代医生的功能beplay平台能玩吗here.
10.立即地址未出现
虽然不可能消除工作场所的旷工，但您可以采取某些步骤来解决它。
For instance, if an employee doesn’t turn up for work, you should try contacting them through other means. Sometimes, especially during an emergency or if the employee is unwell, they might be unable to inform about their absence on time.
然而，if they don’t respond, you should ideally inquire about what happened once they return to work.
You can also hold a return-to-work interview to help them get back into the swing of things.
Doing this will send a message thattheir actions are noticed管理层真正关注员工福祉。
11.介绍返回访谈
Many companies reserve a return-to-work interview after long absences, such as after an employee has been on maternity or extended sick leave.
But,员工从这些访谈中受益即使离开了几天。
类似于onboarding process, it helps employees get into the right mindset and allows you to:
- 评估他们是否准备好上班。如果是，他们应该从什么工作负载开始。
- 做出必要的安排以减轻他们的回报。例如，新父母可能需要灵活的工作时间来满足其育儿需求。
简而言之，这可能是在咖啡上快速聊天。
12.奖励良好出勤
您的公司可以通过良好的出勤记录奖励员工。
尽管这种激励措施可能会增加员工出勤率，但您不应因合理或计划的旷工而对员工处罚。
For instance, if an employee takes a planned and approved vacation, that shouldn’t disqualify them just because they weren’t present at work.
In fact, you canuse that as an example良好和及时的沟通。
By incentivizing employees to follow the policy, you can curb excessive absence and boost employee morale.
13.考虑特殊情况
如果员工正在处理心理健康问题，创伤或工作场所欺凌，这些可能会影响其生活中的多个领域。
US employers, especially, can implement anEAP (Employee Assistance Program)to address common employee well-being concerns, such as:
- Finding childcare or elder care services.
- Adoption assistance.
- Legal and financial issues.
- 婚姻或家庭问题。
- 心理健康咨询。
- 工作场所冲突。
作为一个result, EAPs can help:
- Reduce staff absenteeism.
- 降低医疗保健费用。
- 减少员工流失。
- Address critical safety issues.
- Increase employee engagement.
Similarly, sometimes an employee may have a pattern to their absenteeism.
For instance, maybe you notice an employee leaves work early on Wednesdays. After asking them, you find out their daycare schedule has shifted, making it harder to find a babysitter on Wednesdays.
在这种情况下，您可以让员工在星期三早些时候离开，并弥补其他日子浪费的时间。
这样做会帮助您保留好员工and boost morale.
包起来
减少工作场所的旷工似乎很复杂，但事实并非如此。
您可以通过引入健康计划，优化沟通流以及制定合理的出勤政策来降低计划外的缺勤率。
然而，every employee might require slightly different arrangements.
因此，您必须确保您的政策保持足够灵活，以容纳所有人并帮助他们实现自己的专业目标。
劳伦·索西（Lauren Soucy）是《时代医生》（Time Doctor）的营销副总裁，这是全球领先的时间跟踪和生产力软件。她在快节奏的公司的营销方面拥有15年以上的经验。她的第一个热情是SEO，她不能没有咖啡就无法开始一天，她喜欢和两个男孩和丈夫一起在海滩上度过时光。
