Dealing with Employee Absenteeism & Poor Performance Jill Blagden Mowlem Aqumen.
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Transcript of Dealing with Employee Absenteeism & Poor Performance Jill Blagden Mowlem Aqumen.
![Page 1: Dealing with Employee Absenteeism & Poor Performance Jill Blagden Mowlem Aqumen.](https://reader031.fdocuments.us/reader031/viewer/2022020111/56649d8b5503460f94a71d2d/html5/thumbnails/1.jpg)
Dealing with Employee Absenteeism
& Poor Performance
Jill BlagdenMowlem Aqumen
![Page 2: Dealing with Employee Absenteeism & Poor Performance Jill Blagden Mowlem Aqumen.](https://reader031.fdocuments.us/reader031/viewer/2022020111/56649d8b5503460f94a71d2d/html5/thumbnails/2.jpg)
Agenda• Absence
the facts, the issues, the processes to address
• Performance Management
why people poor perform and how to resolve
• Summary and your questions
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Absenteeism & Poor Performance
• Absence – the single most challenging health & safety issue
• Performance management – getting the best from our people in order to survive
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“Well, it can be boring and yes I’ve had the odd few days off here and there..
..but I get paid for it and they (Management) always seem to get cover..
.. they never say anything so they’re obviously not bothered”
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“She’s always off sick, it’s not fair, but management just don’t seem to do anything”
“If she can do it and get away with it – so can I!”
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Absence – The Symptoms
Employees
1) colds/flu
2) food poisoning / stomach upset
3) headache / migraines
4) stress / emotional /personal problems
5) back problems
Employers
1) Colds/Flu
2) Stress/emotional/personal problems
3) Monday morning blues
4) Using up sick leave
5) Low morale/boring job
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Factors Affecting an Individual’s Performance
Stress at work – i.e. pressure / long hours
Conflicts between domestics and work life
Poor relations with colleagues/ poor management or supervision
Poor job satisfaction
Over worked or under worked
Employees feeling undervalued
Poor working conditions & working environment
Rotas and shift patterns
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Sickness Absence – Key Facts
• Absence management is the single most challenging health & safety issue
• Stress management remains a key issue
• Rising cost of employers liability insurance
• Government’s targets for improving health & safety
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Sickness Absence….• I Super Glued my hand to the dressing table
• I was attacked by a squirrel on my way to work
• Breast augmentation
• I broke up with my boyfriend
• My cat was sick
• Leprosy (changed to ‘flaky skin’ on further questionning)
• TTFW (too tired for work ….?)
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Sickness Absence – Key Facts• Average employee takes 7 days sickness absence per year – average of 3% of their working time absent
• Manual workers take more sickness absence than non-manual workers
• Larger organisations & public sector experience higher rates of sickness than smaller and private sector
• Cost £25 to £2,000 per person in sick pay & replacement labour costs
• 16% employers pay bill spent on managing absence
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Managing Absence
“You cannot manage what you cannot measure”
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Managing Absence – Data Collection
• Accurate record keeping
• Nature of absence
• Frequency of absence
• Duration
• During a period – financial year
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Measuring AbsenteeismLost Time Rate
No. of days absent x 100 = absence %Days per week in a given period of time
Case 1Absent for 28 days year to date contracted for 5 days per week
28 days x 100 = 11% absence 240 days (1 year)
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Views Held On Absence..
• Line managers do not like managing absence
• HR unable to gain board commitment to the issue
• Significant levels of absence are not genuine
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Steps To Managing Absence• Policy
• ‘Return to work’
Can you help with anything?
Promoting welfare culture
Re-iterating to employee that absence is monitored
Addressing concerns the employee may have
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Short Term Absence• Re-curring illness/medical condition/unrelated illnesses
• Non-genuine
• Investigatory hearing
• Disciplinary hearing
• Dismissal
• Appeal
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Long Term Absence• No legal definition
• Home visits seeking authority for medical evidence
• Never dismiss until sick pay is exhausted
• Dismissal – for incapability – not fit to attend work
• Dismissal – for misconduct – evidence says they should return and they refuse!
• Right to appeal
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Managing Health At Work?
• Advice on accident reporting, substance abuse, sexual health & HIV
• Policies and procedures on healthy lifestyles, complementary medicines, massage, reflexology
• Duvet Days
• Counselling / support services - assistance programmes
• Stress audits and training
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One last thought on absence..
“The key to effective management of sickness absence lies primarily with line managers since they are best
placed to know & take interest in their staff as a matter of routine..
…they are therefore likely to be alert to problems inside or outside the workplace, which could impact adversely
on an individuals attendance”
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Managing Performance
“Managing performance – getting the best from our people in order to survive”
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Why Do Employees Perform Poorly?
• Those who can do the job but won’t
• Those who can’t do the job and don’t
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Poor Performance Management
• Job description
• Training
• Regular work reviews
• Investigatory
• Disciplinary
• Demotion or dismissal
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A Performance Management Culture
• Mowlem is expanding
• Talent in place to successfully operate
• Performance review is a key process
• Robust training – IIP accredited
• TUPE transfers – large % of our staff
• Performance management processes are critical
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Performance Management Planning
• Performance review twice per year
• Summary overview of employee performance
• Top performers
• Poor performers
• Action plans in place
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Summary
• Organisations are increasingly coming to recognise that healthy individuals mean healthy business
• “We want sick people to stay at home and well people to come to work!”
• Performance management – getting the best from our people in order to survive
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Dealing with Employee Absenteeism
& Poor Performance
Your Questions?
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Dealing with Employee Absenteeism
& Poor Performance
Jill BlagdenMowlem Aqumen