If you’re a manager, this has probably happened to you more than once:
You have your people lined up to do that rush job tomorrow. The day starts, and one of your essential workers hasn’t arrived. There has been no phone call or email explaining the absence, so you wait, hoping the individual just overslept and will either call or show up soon. After an hour or so of wasted time, you shuffle your workers and disrupt your schedule to get the job finished as promised. You get it completed but not without throwing other work off schedule.
You know you must do something to prevent these episodes in the future but aren’t quite sure what to do. Here are some suggestions for avoiding or minimizing no-shows:
Make sure you have a written policy
The first step is to create a policy that clearly states the guidelines for missing work. It should include:
- How to properly request time off.
- How to use personal days.
- Handling sick days that come up at the last minute (maybe something like calling in at least two hours before the start of their shift).
After all your workers have been informed and signed a waiver, you can hold them accountable for no-shows.
Enforce the policy consistently
The policy will lose its value if you don’t enforce it every time there is a no-show. Some companies have verbal or written warnings as part of the process, while others will terminate after the first offense. Whatever you decide, enforce the rules of the policy evenly. Doing so sends a message that you will not tolerate no-shows.
Make new employees aware of the rules
As part of your orientation with each new worker, you should include a session on the regulations about missing work. Explain the importance of being at work, and on time, from a customer service and productivity standpoint. That way, your new hires will know the rules and understand the reasoning behind them.
Dealing with a repeat offender
Your policy will cover how to handle any case of a no-show. But what if your best worker is chronically late? You know you have to apply the rules to everyone, or no one will take them seriously. Here are some thoughts:
- pull the offender aside and talk frankly about the issue;
- discuss the importance of providing excellent service to customers and high productivity to the company;
- let the employee know that termination is a possibility, no matter how valuable they might be; and
- ask for an explanation for the no-shows; maybe there are solutions you can offer.
Establish a partnership with a reputable staffing company
When the time comes to terminate an employee who cannot, or will not follow the rules on showing up, it’s to your advantage to have started a partnership with an experienced staffing agency.
The experts at 365RSS understand the need for experienced professionals and highly skilled workers in the light industrial and power generation industries. And we are committed to providing the most dependable, knowledgeable & skilled staffing within the industry.