If you're an employer or a manager then work place absence
is costing you money, inconvenience, and upsetting your customers. And as we
all know, not all days taken off work are due to genuine sickness. Many
employees take a sick day because their morale is low and they just don't like
or can't do their work.
The challenge for employers and managers is to make people
happier at work. And if people are happy at work then they are less likely to
take a day off every time they wake up with a stuffy nose.
Some bosses think that paying more money, improving job
security or working conditions is the answer. It isn't and it's also something
that can be very hard to achieve.
People who employ or supervise other people need to become
more tuned to their employees' emotional needs and find out what really
motivates them. This is also much easier to achieve than paying more money or
improving job security, however, there is no quick fix.
To reduce the amount of absence there are three steps you
need to consider.
Firstly, pick the right person for the job. You need to get
better at interviewing and selecting people.
Take more time over it; pay more attention to the
applicant's human side rather than their qualifications or experience. Get to
know them better.
Find out what makes them happy, how well they get on with
other people and how much energy and enthusiasm they have. Make sure they know
what they're getting into and be sure the job suits them.
Secondly, you need to believe in your people. If you've
interviewed well and picked the right person for the job then you need to trust
them to do that job. You need to constantly demonstrate to your people that you
trust and believe in them by what you say, your tone of voice and your body
language.
If you believe that your people are not to be trusted, that
they're unable to make a decision without checking with you. That they'll turn
up late and go home early, then that's exactly what they'll do.
If on the other hand, you believe that they'll do their job
well, that they can be trusted to make decisions and they'll give you a fair
day's work, then it is more likely this is what you'll get.
As with all theories, there is no guarantee that it will work
every time, however, the majority of employees are reasonable people and if you
treat them as such then they are more likely to behave in a positive manner.
The third and probably the most important thing you can do
to reduce absence and motivate your people is to give them feedback and coach
them.
This is where so many employers and managers fall down in
dealing with their people; they're hopeless at giving feedback. Many managers
are uncomfortable telling the staff how they feel about their work performance.
Most employees want to know how they are performing in their
job; they want to know if they are doing it right or how they could do it better.
If you really want to motivate your people then you need to
give them feedback on what they're doing well and what needs improvement.
When you notice an employee doing something you do like,
tell them about it. When you notice something you don't like, tell them about
it.
Do it as soon as possible. Acknowledging a job well done is
not many good six months later. Also, if you don't immediately call someone's
attention to something, you're not happy about, then they'll assume it’s okay.
Either that or they'll think you didn't notice or you don't care.
Do it in private. Why is it some managers still feel it’s
okay to reprimand someone in front of their colleagues? Even the mildest rebuke
can have a negative effect on morale.
When you do speak to the person use "I" messages.
Say things like "I liked the way you did that" or "I'm unhappy
with the way, your reports are always late and I'd like your views on why this
is."
Avoid "You" messages such as "You're doing
great." That can come across as patronising or insincere. "You're
doing that all wrong" may cause conflict, lower morale and may not sort
the problem.
Focus on one or two things. Don't run off a whole list of
attributes or misdemeanours. Also, be specific about job behaviour, focus on
what the person did or didn't do, don't make a personal attack.
Employees will feel happier if they perceive their employer
or manager as a reasonable and fair individual - someone who is quick to praise
but also says when they're not happy about something.
The message is - if you want motivated staff then make their
work interesting, give them feedback and give them the feeling that they're
involved in the business.
We can make the job more interesting by giving people more
responsibility, assigning projects and by training and developing them. We need
to regularly give people feedback on how they're doing; focus on what
they're doing well rather than on what is not so good. To meet their need to
feel involved we should regularly communicate both formally and informally. We
could also involve staff in meetings they might not normally attend.
These steps will take time and thought however they'll make
a huge difference as to how employees feel about their work. If they feel good
and gain satisfaction from their work then they're less likely to find a reason
to take a sick day.
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