The role of managers in preventing absenteeism

Did you know that 80% of absent employees are not necessarily disabled by illness? Even among the employees I, NadegeLabor & Health Advisor), talk to, it is noticeable that there are often very different reasons behind an absenteeism report. At De Arbodienst , we therefore talk about labor absenteeism instead of medical absenteeism and see high absenteeism as a management opportunity. Disconnecting absenteeism from illness or medical causes is a first step in creating strong absence management. In addition to the employee themselves, managers play a key role in recognizing and preventing absenteeism. We explain how in this article.

Managers are responsible for organizing work processes and distributing tasks. An excessive workload, unclear expectations or a negative work culture can cause (long-term) stress, which can eventually lead to absenteeism . At the same time, absenteeism can be prevented by noticing signs of stress, overload or dissatisfaction. If this understanding is lacking, problems can escalate and lead to long-term employee absence.

A manager has a direct impact on employee motivation and engagement. Lack of recognition, advancement opportunities or clear communication can lead to dissatisfaction, which in turn can increase the likelihood of absenteeism . So the manager plays a crucial role in this. A good manager does not see absenteeism as a separate problem, but as a signal of underlying factors within the organization and the responsibility or personal leadership that the employee takes in this. By paying attention to these factors, you structurally reduce absenteeism . If you as a manager actively try to prevent absenteeism , you not only strengthen the employability of your employees, but you also increase productivity and commitment within your team. So the impact of goodabsenteeism) management is also great for your organization.

One of the most important jobs of a supervisor is to create a work environment in which employees feel heard and valued. If employees feel they can go to their supervisor with their concerns and problems, it reduces the likelihood of long-term absenteeism. Regular team meetings and individual conversations can help recognize early signs of overwork or dissatisfaction. In this regard, it is important that an employee has enough development opportunities and challenges within the job. An employee who can develop and is given challenges that match his or her abilities is often more motivated and less prone to stress.

As a manager, it is important to have a good overview of the workload and behavior of his or her team members. It is also important to be alert to signs of stress or overload, such as:

• Reduced productivity;

• Changes in behavior, such as irritability or withdrawal;

• Physical complaints, such as fatigue or headaches.

Engaging in timely conversation with the employee can prevent absenteeism . For example, ask how someone is doing and show genuine interest and ask through so you can discover the question behind the question. Employees will not always immediately indicate in a conversation what they are up against in their private or work life. Therefore, create a safe environment in which the employee feels free to share this with you.

The Labor & Health Advisor (AAG) of De Arbodienst assists in conducting these interviews. Your advisor looks along at both the preventive level and during the absenteeism. An independent view of the employee and organization can help provide insights on how to reduce absenteeism within your organization. However, ultimately it is up to you to apply this change within the organization.

Want to know how to start this change? Or do you have questions about how to reduce your absenteeism ? Then contact us and find out how we can help you strengthen your absenteeism management.