3 tips to address frequent short-term absenteeism

It is often thought that long-term absenteeism takes up most of the time and is a major problem for HR and managers. But short-term absenteeism is not inferior to that, especially when an employee also has frequent absenteeism. Research shows that absenteeism costs about 260 euros per employee on average per day. In addition, frequent short-term absenteeism is also often a precursor to long-term and complex absenteeism. Many managers know this, but they still find it difficult to deal with frequent absenteeism . As a manager, how can you best address this?

A frequent absenteeism conversation can be a sensitive one. Therefore, always begin the conversation with a clear introduction and indicate your concerns. Above all, ask open questions out of genuine interest and without judgment. The goal is to have an open conversation that may bring to light important issues that may have influenced frequent absences that you, as a supervisor, were unaware of. How do you fly that without invading privacy?

For example, ask the employee:

How do you personally view the frequency of absenteeism over the past few days/months?
How is your work-life balance?
How challenging do you find your role at the moment?
As an employer, also be aware that the responsibility to reduce frequent absenteeism in principle lies with the employee himself, let the employee come up with his own solutions. As an employer, you can of course think along.

Before someone actually decides to call in sick, there may have been some signs beforehand. As a manager, be alert to this as well. Perhaps you can bring up some issues preventively instead of afterwards. Some well-known signs may include: someone repeatedly mentions private problems, looks somewhat unkempt, has more frequent problems with colleagues and other work relations, or you notice a general change in behavior.

Do not hesitate to name these kinds of signals and concerns in an early conversation if appropriate. Above all, do so from a caring perspective.

When job satisfaction is perceived as high, this will almost automatically increase the absence threshold . Review with the employee what specifically gives him/her pleasure and energy in work and what can be done to promote this.

Prevention is better than cure! Therefore, instead of solving absenteeism, focus on preventing absenteeism. Our Labor & Health Advisors will be happy to help you shift this approach. Contact your advisor or request more information.