Sue Bottema for Business and Personal Coaching and communication and customer focus and human resource support

Sue Bottema

Hot Tips

Favourite Quote

Our task is not to fix the blame for the past, but to fix the course for the future.

John F. Kennedy

PEOPLE/PERFORMANCE TIP

The cost of absenteeism can be costing your business$1,000 - $5000 annually per employee. The majority of staff (more than 2/3) are likely to have taken at least one day’s absence. These statistics were part of research conducted by Southern Cross Healthcare’s HealthWorks Division in New Zealand. What can you do?

If it’s an issue for you, it’s great to start by rewarding the behaviour you do want. Here’s two ideas:

1. Create an attendance award to encourage employees to be prompt and not miss workdays.

A company we know in America called Pella Windows awards a $100 savings bond to employees with one year of perfect attendance. The company also arranges a special morning tea with senior management once a year for employees with perfect attendance. It even arranged a reception with the Governor of Iowa for seven employees with 25 years perfect attendance.

2. If an employee-oriented low cost option is preferable, how about giving personal time as a reward?

Award employees two hours’ personal time for every three months without tardiness or absenteeism. Isn’t one personal day per year a much more positive approach then taking 2, 3, 4, and more sick days a much higher cost to the organisation. The emphasis here is on being given “time” for personal use as a positive for doing the right thing. Unfortunately, in many companies there is no incentive for NOT having a day off here and there to use up sick leave. Food for thought.

If you have an employee with an attendance problem—no matter what level, it does need to be addressed promptly. Others do notice and it can impact their productivity and morale.

To handle this well, you could use Max Landsberg’s AID approach described this in his internationally best-selling book The Tao of Coaching—Boost your effectiveness at work by inspiring and developing those around you.

A – Actions

I – Impact

D – Desired Outcome

A – give the facts about the action or behaviour you are concerned about (dates/times/what has been observed). Focus on the situation, issue or behaviour, not on the person.

I – explain the impact or effect the action or behaviour has on the team or customers. Maintaining the person’s self-esteem and self-confidence is paramount. After you have had your say, let them tell their side of the story.

D – agree what is the desired outcome and, better still, encourage and support their ways of they have committed to addressing the issue

Just as important as this conversation, however, is the follow-up. Recognise and, if appropriate, reward progress. If progress is not being made, avoid letting it go and shrugging your shoulders. Consistency in expectations and in having to meet standards of performance is crucial. Good luck…contact us if we can be of further assistance.

When you need success focused results contact:

Sue Bottema - Managing Director

Sue Bottema for Business and Personal Coaching and communication and customer focus and human resource support

PO Box 301003 Albany

Auckland, NZ New Zealand (Aotearoa)

(+64 9 444-8404 Fax: +64 9 444-8404
Mob: 027 Believe (235-4383)

sue@performancesolutions.co.nz

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