Innovative Strategies for Reducing Absenteeism

Employee absenteeism is a big drain on your company's bottom line.  The CDC reports that absenteeism costs the U.S. employers about $225.8 billion annually or about $1,685 per employee.  Employers must hire replacements for employees who are absent or terminated.  Employee absenteeism also negatively affects morale and productivity. Your conscientious employees often feel burdened by the extra work they have to do when someone is absent.  High employee absenteeism is often a sign of a low performing manager. It can also be a sign that the work environment needs some changes. Large amounts of time and money can be saved by understanding the root causes of absenteeism in your company. 

What is the annual cost of unexcused absenteeism? 

Estimated Cost of Absenteeism = Total # unexcused absence days per year X Average employee compensation cost per day + replacement or overtime costs for the unexcused absences.

 Absenteeism Rate = Number of unexcused absence days ÷ (Total employees x Total Work days) x 100%

 

Common Reasons for Absenteeism

 

Illness (I1)	Injury (I2)
Disengagement (D1)	Low Workplace Morale (LWM)
Child Care Issues (CCI)	Stress / Burnout (SB)
Lack of Flexibility (LOF)	Depression (D2)
Job Hunting (JH)	Manager Conflicts  (MC)
Bullying (B)	Harassment (H)
Elder Care Issues (ECI)	Anxiety (A)

Root Cause Analysis of Absenteeism

Some problems just keep showing up month after month and absenteeism is one of them.  In a root cause analysis we need to ask the right questions first.  The first question should not be: What is the solution? It should be: Why does this keep happening?  We need to identify the germ before we can solve the disease.  If we don’t know what the origins of the problem are, how can we stop it from recurring in the future?

We suggest using a simple attendance spreadsheet to get to the root causes of absenteeism in your workforce.  This tracking is very simple to implement.  It tracks each employee’s unexcused absences and the reason for the occurrence as provided by the employee. Once the frequencies are determined for each identified cause, the HR Manager can deploy innovative solutions to the root causes.

 

Employee Name	January, 2021	February, 2021	March, 2021
John Y.	I1, D2		LOF
Sarah M.		CCI, CCI	CCI
Joni W.		MC, D	MC, A
Sam J.	I2

Illness (I1)	Injury (I2)
Disengagement (D1)	Low Workplace Morale (LWM)
Child Care Issues (CCI)	Stress / Burnout (SB)
Lack of Flexibility (LOF)	Depression (D2)
Job Hunting (JH)	Manager Conflicts  (MC)
Bullying (B)	Harassment (H)
Elder Care Issues (ECI)	Anxiety (A)

 

Attendance Policy Template

Objective

The purpose of this policy is to set forth [Company Name]'s policy and procedures for handling employee absences and tardiness to promote the efficient operation of the company and minimize unscheduled absences. 

Policy

Punctual and regular attendance is an essential responsibility of each employee at [Company Name]. Employees are expected to report to work as scheduled, on time and prepared to start working. Employees also are expected to remain at work for their entire work schedule. Late arrival, early departure or other absences from scheduled hours are disruptive and must be avoided.  This policy does not apply to absences covered by the Family and Medical Leave Act (FMLA) or leave provided as a reasonable accommodation under the Americans with Disabilities Act (ADA). These exceptions are described in separate policies.

Absence

"Absence" is defined as the failure of an employee to report for work when he or she is scheduled to work. The two types of absences are defined below:

• Excused absence occurs when all the following conditions are met:

·         The employee provides to his or her supervisor sufficient notice at least 48 hours in advance of the absence.

·         The absence request is approved in advance by the employee's supervisor.

·         The employee has sufficient accrued paid time off (PTO) to cover the absence.

• Unexcused absence occurs when any of the above conditions are not met. If it is necessary for an employee to be absent or late for work because of an illness or an emergency, the employee must notify his or her supervisor no later than the employee's scheduled starting time on that same day. If the employee is unable to call, he or she must have someone make the call.

An unexcused absence counts as one occurrence for the purposes of discipline under this policy. Employees with three or more consecutive days of excused absences because of illness or injury must give [Company Name] proof of physician's care and a fitness for duty release prior to returning to work. Employees must take earned PTO for every absence unless otherwise allowed by company policy (e.g., leave of absence, bereavement, jury duty).

Tardiness and Early Departures

Employees are expected to report to work and return from scheduled breaks on time. If employees cannot report to work as scheduled, they must notify their supervisor no later than their regular starting time. This notification does not excuse the tardiness but simply notifies the supervisor that a schedule change may be necessary. Employees who must leave work before the end of their scheduled shift must notify a supervisor immediately.  Tardiness and early departures are each one-half an occurrence for the purpose of discipline under this policy.

Disciplinary Action

Excessive absenteeism is defined as two or more occurrences of unexcused absence in a 30-day period and will result in disciplinary action. Eight occurrences of unexcused absence in a 12-month period are considered grounds for termination.

Job Abandonment

Any employee who fails to report to work for a period of three days or more without notifying his or her supervisor will be considered to have abandoned the job and voluntarily terminated the employment relationship. 

When managers reduce absenteeism problems teams and individual employees thrive. But when they don’t, organizations and people suffer. If your managers are not analyzing absenteeism, they are likely to be a low performing manager.  You can assess the competencies of your current managers by using an assessment tool like the CheckPoint 360 Survey.  This assessment identifies managers who can drive results and profits by solving problems.  Contact us to learn more. 

Talent Assessment Strategy USA: High End Recruiting Solutions Delivered with Zeal

Talent assessment strategy USA is not just a human resource key word term that you will come across. It is a key deliverable that can be competently applied to attract and identify the most suitable candidates in different industry verticals. Additionally, talent assessment strategy is a decisive x-factor in the business economy.  This is why your talent assessment strategy needs to identify high potential employees who will become even more valuable in the years to come.  An employee’s potential sets the upper limits of their development range.  Businesses can leverage their talent assessment strategy to develop a strong and healthy pipeline of innovators and leaders for the future.  The organization’s efforts to attract and hire these high potentials today will produce improved business results year after year.  

Recruit candidates with a winner’s attitude

Talent assessment strategy USA provides the company with an opportunity to hire people who have a winner’s attitude (i.e. someone who believes in their success regardless of their current position in life). These people will help the organization establish an employer brand that will attract other high potentials which in turn leverages the performance of the company upwards.

Recruit candidates with high work ethic and ambition

There is no substitute for the motivation to work hard, achieve, and do whatever it takes to get the job done.  Drive can be evaluated by talent assessments that measure conscientiousness, achievement motivation, and ambition. It can also be identified behaviorally — as demonstrated by how hard an individual works, their willingness to take on extra duties and assignments, their eagerness for more responsibility, and even their readiness to sacrifice.

Recruit candidates with exceptional interpersonal competencies

High EQ can be defined as the ability to manage yourself and the ability to manage other relationships. People who have high EQ are enjoyable to deal with and they are likeable.  They have high ethical standards or values and they are good organizational citizens overall.  They are perceived as bright, influential, action-oriented and even charismatic in how they approach challenges.

Recruit candidates with high cognitive ability

It is important to identify the candidate’s potential to excel in a more complex job at some point in the future. The single-best predictor of the ability to master more complex responsibilities is cognitive ability. Cognitive ability includes learning speed but also the motivation to learn new knowledge and competencies.

Recruit candidates with vision and imagination

We can define Vision as the ability to imagine the future with an entrepreneurial mindset. People who have this ability will be the innovators within your organization in the years to come.  They will see new business opportunities that others can’t imagine.

Recruit candidates with high integrity

We believe there is no greater quality in business than integrity.  People of high integrity treat people fairly and honestly. In this way, they build a broad network of good relationships and they can form alliances for various purposes.  They can be persuasive with a wide range of stakeholders.

Client Satisfaction Indicators

There are several good indicators of Client Satisfaction included in the concept of Quality of Hire:  1) Retention - The total number of months the new hire remains in the position. 2. Ramp-up Time - The total number of months that a new hire takes to reach full productivity in their role. 3. Hiring Manager Satisfaction -Their satisfaction rating of the competencies, performance and overall fit of the new hire.

The talent assessment strategies implemented by Hire Smart are focused on attracting and identifying candidates with high potential, in addition to their overall job fit.

Pre-employment Assessments USA Help You Hire The Right People

Pre-employment assessments USA is not merely another business fad. Talent assessments can measure a person’s behavior, personality, problem-solving, competence, integrity, and skills. Identifying the most qualified candidates early on will save you time, money and resources.  Start by defining the behavioral traits and problem-solving abilities required by the top performing employees in your business. Instantly see the job fit and mismatches between a candidate and the job. Every business wants to find the right employees - the people who will fit in, become top performers, and contribute to the company’s success.  If you want to make better hiring decisions you will need gather more accurate, objective information and stop trusting your gut. The quality of information collected equals the quality of hire.

Perks of Pre-employment assessments USA

• Hire with confidence. Predictive analytics takes most of the guesswork out of hiring.
• Understand job fit.  Compare candidates to customized hiring benchmarks or profiles.
• Replicate top performers. Top performers often share common traits.
• Backed by science. Valid, reliable and predictive. 
• Hire more high potentials.  Identify applicants with the highest potential for success.
• Quickly identify unqualified candidates.  Identify applicants with low potential for success.

We have listed many of the advantages of Pre-employment assessments. If you are looking for a way to make your hiring process easier, then you might want to take a look at https://www.hiresmart.com for smart solutions.

Talent Assessment Strategy USA: Facts that You will Want to Know

Only 19% of new hires go on to succeed in their new positions according to Leadership IQ’s Global Talent Management Survey. The study assessed 1463 American companies and 972 Chinese companies on a range of topics, including leadership, engagement, retention, and recruiting.  Leadership IQ’s three-year study involved more than 5,000 hiring managers during more than 20,000 hires and found that while hiring managers often focus interviews on job skills, lack of skills accounted for only 11 percent of new hire failures.

Top Four Reasons Why 81% of new hires failed

26% of new hire failures were due to low Coachability which was defined as an inability to accept feedback from those they work with including supervisors, colleagues, peers and customers. 

23% of new hire failures were due to a lack of Emotional Intelligence which was defined as an employees’ inability to understand their emotions, as well as the emotions of others.

17% of new hire failures were due to low Motivation which was defined as insufficient drive to exceed or excel in the job.

Many of the remaining new hire failures were due to Temperament which was defined as poor personality fit for the job. 

Talent Assessment Strategy USA is used for: hiring new employees, evaluating current employees for different roles, identifying employees with high leadership potential, comparing talents against established job fit benchmarks, and to create individual development plans based on an employee’s strengths and skill gaps. Employers often use the following methods of talent assessment: Structured interviews, Work simulations, Problem-solving tests, Personality tests, Unstructured interviews, and Assessment/Reviews of Education and Experience.

Talent Assessment Strategy USA will help you design your hiring interview and your talent assessment strategy to evaluate:  Coachability, Emotional Intelligence, Motivation, and Temperament.

Employee Development Solutions: An in-depth discussion

During the current Covid-19 Virus Outbreak, it is much easier to understand the value proposition of your current workforce.  How would your business survive if half of your workforce was not performing or not available any longer?  This is where employee development solutions can provide a pathway forward for any business.  With tailored training solutions, you can address competency gaps and talent gaps to make sure that your employees are aligned with the strategic goals and sustainability of your organization.

To begin a strategic employee advancement program, consider focusing on the following:  

• Collect performance feedback from multiple perspectives. We use 360 degree assessments to identify the competency gaps. 
• Develop core competencies with targeted training across your business spectrum.
• Design an agile organizational structure so that all of your employees are growing toward positions of greater responsibility and contributions.·           
• Raise the performance level bar with workforce analytics and real-time feedback.
• Create a proactive career development plan so people have a clear roadmap of how to advance their career and the organization.
• Give cross-knowledge training and multiple role training some serious thought.
• Focus soft skills training on team building, workplace conflict management and emotional intelligence development.

You can build a superior work environment for your employees through the training you provide.  All employees enjoy a defined career path leading towards career advancement,

and your business will grow as a result of your investments in employee development solutions.

Customer Service Jobs in Arizona

Among the several categories of jobs available in Arizona, Customer Service Jobs are very popular among the people of Arizona. The average salary for a customer service representative in Phoenix is around $36,360. The different verticals of the customer service jobs include technical supports both inbound and outbound, educational surveys, healthcare surveys, financial services, insurance services, legal disputes, conflict management and home-based surveys. The main hiring criteria for customer service jobs are excellent communication skills, professional attitude, competent in Microsoft Office, good negotiation skills and empathy. For this kind of job, there is often no specific educational qualification.  But, previous customer service experience and knowledge would be desirable.

The Customer Service Profile at https://www.hiresmart.net/customer-service-profile/ helps employers to select the right talent for this job category. The majority of the people of Arizona considered Customer Service roles to be a very satisfactory job.  A large number of people are attracted to this role.  The salary provided by this job is also satisfactory to comply with the living standards of Arizona along with quite a good amount of perks provided in many jobs. Many of the job satisfactions in customer service come from solving problems for people, and through the availability of attractive perks and incentives.

Contact Us:

4140 E Baseline Rd, Ste. 101 

Mesa, AZ 85206, USA 

Phone: (480) 503-2945 

FAX: (866) 296-4277 

Email: Neil.Clark@hiresmart.net 

Are You a Small Business Hiring Your First Employee in Arizona? Here are Some Quick Tips!

Businesses are only as successful as their people and selecting the right candidates for each role is very important. Things are even tougher for small businesses and startups, especially because they have limited resources and must hire the right person to avoid unwanted costs. If you are a small business hiring your first employee in Arizona, consider getting help from recruitment agencies. Contrary to what many entrepreneurs may believe, recruitment agencies are not that expensive when compared to hiring an employee who can facilitate the recruitment.  Recruitment agencies will customize their process, so as to meet the demands and budgets of their client. Additionally, you can understand how different candidates will fit into the available positions and how their experience, education, skills, and expertise can work for your brand.

HireSmart LLC is an authorized partner of PXT Select™, and the company offers staffing solutions for clients in different sectors. They will help you generate actionable reports, so that you can select the right candidates, without being overly influenced by the interview alone. Additionally, the company offers assistance for budget-related concerns, so your small business doesn’t need to spend beyond the budget. Check the website of HireSmart.net right away to know what they can do for your recruitment needs.

Contact Us:

4140 E Baseline Rd, Ste. 101 

Mesa, AZ 85206, USA 

Phone: 480) 503-2945 

FAX: (866) 296-4277 

Email: Neil.Clark@hiresmart.net