Tags |
|
|
Links |
|
|
Add You - Some Thoughts On Dealing With Absenteeism Effectively
Achieving success and enviable profit margins are the objectives for most corporate professionals. The objectives may be clear cut. However the path to reaching these objectives may not always be as clear. You are an astute business person and therefore you are quite aware that advertising your business is a necessity, albeit it is often a difficult and expensive requirement of business.Do not let the task of corporate advertising take a toll on your finances or your mental health. Promotional
The Bradford Factor:
Long-term sickness can be planned around and dealt with. The worst type of sickness, as far as a business is concerned, is the regular but sporadic day off. In order to be able to deal with this, an objective monitoring system will be required. It might be worth considering the Bradford Factor, which is not a hugely complicated scientific idea, but a simple means to highlight
First of all I would like to start this article by saying no matter what job you are in now, no matter what product you are selling, you will NEVER NEVER get the just reward that you are were entitled too when you made all those sales for your boss. Fact of Life. Your job is to make your boss wealthy, period.When you reach your target, your target will go up, will your salary?, will your commissions? In an ideal world yes, but we dont live in an ideal world, we live in a world ruled by our peer
Recent reports have highlighted that sickness is costing British businesses up to ?1.75 billion a year, or roughly ?500 per employee. Although the problem is far worse in the public sector, the private sector is still averaging 6.5 days of sickness absence a year per employee. Improved management of a company's sickness absence could mean serious savings.
Sickness reporting:
The first area to consider is the reporting of sickness. Before anything can be done to reduce absence levels it helps to know what they are. Everyone needs to know precisely what they are required to do if they are too ill to come in to work. Make sure employees are aware that they should phone, not leave a message, and speak to their manager or an equally senior person if they are not available.
Tell employees they must phone in as early as possible to advise why they are unable to make it to work and when they expect to return. It is not unreasonable to ask these questions and it may mean they are less likely to take that occasional day off.Unless their contracts of employment state otherwise, employees are only required to provide a doctors certificate for periods of absence exceeding seven days. But employees can be asked to complete an absence statement, which details when they were off and why. This can then be signed off and put on their employment file.
The return to work interview:
When an employee's returns from sickness, ensure that they have a 'return to work' interview. This should be done even if they have only had one day off sick. This is a simple but effective tool and will make employees think twice before taking an occasional day off.
The Bradford Factor:
Long-term sickness can be planned around and dealt with. The worst type of sickness, as far as a business is concerned, is the regular but sporadic day off. In order to be able to deal with this, an objective monitoring system will be required. It might be worth considering the Bradford Factor, which is not a hugely complicated scientific idea, but a simple means to highlight
Probably the biggest objection that we get from potential business sellers is, "I'm not going to pay you a monthly fee only a success fee when you sell my business." These business owners have met with business brokers that do not charge a monthly fee and believe that a Merger and Acquisition Advisory Firm should agree to the same pricing structure.For many types of businesses I would agree that a seller should hire a business broker and not pay a monthly fee. If that business is a smaller "Main
Sickness reporting:
The first area to consider is the reporting of sickness. Before anything can be done to reduce absence levels it helps to know what they are. Everyone needs to know precisely what they are required to do if they are too ill to come in to work. Make sure employees are aware that they should phone, not leave a message, and speak to their manager or an equally senior person if they are not available.
Tell employees they must phone in as early as possible to advise why they are unable to make it to work and when they expect to return. It is not unreasonable to ask these questions and it may mean they are less likely to take that occasional day off.Unless their contracts of employment state otherwise, employees are only required to provide a doctors certificate for periods of absence exceeding seven days. But employees can be asked to complete an absence statement, which details when they were off and why. This can then be signed off and put on their employment file.
The return to work interview:
When an employee's returns from sickness, ensure that they have a 'return to work' interview. This should be done even if they have only had one day off sick. This is a simple but effective tool and will make employees think twice before taking an occasional day off.
The Bradford Factor:
Long-term sickness can be planned around and dealt with. The worst type of sickness, as far as a business is concerned, is the regular but sporadic day off. In order to be able to deal with this, an objective monitoring system will be required. It might be worth considering the Bradford Factor, which is not a hugely complicated scientific idea, but a simple means to highlight
There is a temptation for many entrepreneurs to attempt to duplicate their Business Plan in a Slide Presentation. This may happen understandably, because of an enthusiasm and zeal to share a concept or an idea; there is also a chance to lose your audience. Both the Business Plan and Presentation may work together better if the Presentation is a highlight of the main document.On many occasions I have been asked to join a meeting or review a Business Plan and/or a Powerpoint Presentation and have
Tell employees they must phone in as early as possible to advise why they are unable to make it to work and when they expect to return. It is not unreasonable to ask these questions and it may mean they are less likely to take that occasional day off.Unless their contracts of employment state otherwise, employees are only required to provide a doctors certificate for periods of absence exceeding seven days. But employees can be asked to complete an absence statement, which details when they were off and why. This can then be signed off and put on their employment file.
The return to work interview:
When an employee's returns from sickness, ensure that they have a 'return to work' interview. This should be done even if they have only had one day off sick. This is a simple but effective tool and will make employees think twice before taking an occasional day off.
The Bradford Factor:
Long-term sickness can be planned around and dealt with. The worst type of sickness, as far as a business is concerned, is the regular but sporadic day off. In order to be able to deal with this, an objective monitoring system will be required. It might be worth considering the Bradford Factor, which is not a hugely complicated scientific idea, but a simple means to highlight
I spoke to a new business owner today. Two months ago, Joan launched her meeting planning company. Two weeks into her new business, she signed her first contract with her first client. To get that client, she called the four organizations with whom she had volunteered. This is a great example of how involvement in your community can result in business.As a speaker, I set aside one or two days a month for donated speeches to community groups. Once, I gave a speech to a high school cla
The return to work interview:
When an employee's returns from sickness, ensure that they have a 'return to work' interview. This should be done even if they have only had one day off sick. This is a simple but effective tool and will make employees think twice before taking an occasional day off.
The Bradford Factor:
Long-term sickness can be planned around and dealt with. The worst type of sickness, as far as a business is concerned, is the regular but sporadic day off. In order to be able to deal with this, an objective monitoring system will be required. It might be worth considering the Bradford Factor, which is not a hugely complicated scientific idea, but a simple means to highlight
Recently, I was interviewed by a business publication about business lunches and I added business breakfasts to the interview. The focus was on doing business at a business lunch or breakfast and tips about doing so. This article caused me to think about strategic business entertaining and what would be the appropriate venues for such entertaining.Business entertaining is expensive and time-consuming and warrants being very strategic and goal oriented beyond what the goals are for business bre
The Bradford Factor:
Long-term sickness can be planned around and dealt with. The worst type of sickness, as far as a business is concerned, is the regular but sporadic day off. In order to be able to deal with this, an objective monitoring system will be required. It might be worth considering the Bradford Factor, which is not a hugely complicated scientific idea, but a simple means to highlight those who regularly take a single day off.
The Bradford Factor measures both the number of sick days and the number of absences. The formula is:
S x S x D = 'Bradford Factor'
(S is the number of spells of absence in the last 52 weeks and D is the number of days' absence in the last 52 weeks).
For example, an employee who takes 10 individual sick days in a year will have a Bradford Factor of (10 x 10 x 10) 1000. Whereas an employee who has a total of 10 days sick on one occasion in a year because of a virus or bad bout of flu will only have a Bradford Factor of 10. As it concentrates on instances more than actual days absence, the Bradford Factor allows a business to have a table of sickness. Those without satisfactory explanations for their regular short-term absences can then be dealt with formally through disciplinary procedures. As ever, it is essential that consistency is applied when dealing with sickness absence. It is worth remembering that genuine sickness should be dealt with in a sympathetic and understanding way, with particular attention paid to the Disability and Discrimination Act and its requirements.
In summary:
Ensure that sickness absence is monitored.
Make sure everyone is aware of sickness reporting procedures.
Carry out a return to work interview.
Introduce an objective measuring system.
For persistent offenders, use disciplinary procedures.
Deal with all sickness in a sympathetic manner.
Be consistent.
Copyright © 2006 Jonathan Farrington. All rights reserved
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.addyou.info/article/38405/addyou-Some-Thoughts-On-Dealing-With-Absenteeism-Effectively.html">Some Thoughts On Dealing With Absenteeism Effectively</a>
BB link (for phorums):
[url=http://www.addyou.info/article/38405/addyou-Some-Thoughts-On-Dealing-With-Absenteeism-Effectively.html]Some Thoughts On Dealing With Absenteeism Effectively[/url]
Related Articles:
Trade Show Marketers: How To Make Attendees Willingly Rush to Your Booth
Bookmark it:
|