As the labor market picks up steam, employees are more likely to shop around for a new job, and employee absenteeism may be on the rise. What does that have to do with you? Well, consider the fact that absenteeism can really hurt your bottom line — it costs 8 percent of payroll on average, according to an Aon Hewitt survey.
What can you do to reduce employee absenteeism?
Here are a few suggestions based on findings from a large data set of employers.
1. Offer an attractive compensation package. Bear in mind that 2 in 3 U.S. workers do not earn their desired salary, according to a recent CareerBuilder survey. In these circumstances, it is maybe not surprising to see low motivation and high absenteeism among some employees. Research shows that higher paid employees are less likely to be absent, so offering an attractive compensation package can build loyalty and decrease absenteeism.
2. Pay attention to your scheduling. If you are required to constantly be on the run, you will sometimes trip and fall. Research shows that employees who are required to work long hours are more likely to be absent. Similarly, unpredictable scheduling increases absences as well. Therefore, consider switching to a more predictable schedule and limiting overtime as these measures can help to decrease employee absenteeism.
3. Hire more experienced workers. To reduce instances of employee absenteeism, you can also consider hiring individuals who as a group are less prone to being absent. For instance, research shows that older and more experienced workers are generally less likely to be absent.
Tell us in the comments below or tweet us @CBforEmployers: Does your organization keep track of employee absenteeism? Is absenteeism a problem for your organization? If so, what does your organization do to reduce it?
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