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How can you manage employee attendance during periods of high demand?

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Managing employee attendance during periods of high demand can be challenging for any HR professional. You want to ensure that your staff are productive, motivated, and healthy, while also meeting the expectations of your customers and stakeholders. How can you balance these competing priorities and avoid common pitfalls such as absenteeism, burnout, and turnover? Here are some tips to help you create and implement an effective attendance policy that supports your business goals and your employee wellness.

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Anupama Tripathi

Experienced HR Professional Driving Business Success | Strategic HR Leadership | People-First Approach | Talent…
Phil Wolffe

Workplace Wellbeing Specialist | I plug into your HR team to deliver wellbeing outcomes for your people

1 Define clear expectations

One of the first steps to managing employee attendance is to establish clear and consistent expectations for your staff. This means communicating the goals, deadlines, and standards of your projects, as well as the consequences of poor attendance. You should also provide your staff with a written attendance policy that outlines the rules and procedures for reporting absences, requesting leave, and making up for missed work. Make sure that your policy is fair, transparent, and compliant with the relevant laws and regulations.

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Anupama Tripathi

Experienced HR Professional Driving Business Success | Strategic HR Leadership | People-First Approach | Talent Acquisition & Management | Performance Enhancement | Employee Relations | CXO Incubator 2023
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During high-demand periods, manage employee attendance by offering flexible scheduling options, providing incentives for reliable attendance, communicating expectations clearly, implementing a fair and transparent attendance policy, offering support for personal challenges, and utilizing technology for tracking and managing attendance efficiently while maintaining empathy and understanding for employees' needs.

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2 Track and monitor attendance

Another key step to managing employee attendance is to track and monitor the performance and behavior of your staff. You can use various tools and methods to measure and record attendance, such as time clocks, timesheets, or software applications. You should also review and analyze the data regularly to identify patterns, trends, and issues that may affect your productivity and quality. For example, you can look for signs of chronic absenteeism, tardiness, or low engagement among your staff, and address them promptly and appropriately.

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Phil Wolffe

Workplace Wellbeing Specialist | I plug into your HR team to deliver wellbeing outcomes for your people
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Tracking and monitoring attendance will make simply showing up the most important metric. Goodhart's Law states that “when a measure becomes a target, it ceases to be a good measure.” Attendance is not a good measure to begin with, and monitoring it closely will only serve to create staff who think/have been taught that turning up is what's prized most highly

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3 Offer flexibility and incentives

A third step to managing employee attendance is to offer flexibility and incentives to your staff. You can use different strategies to accommodate the needs and preferences of your staff, such as flexible hours, remote work, or compressed workweeks. You can also reward and recognize your staff for their attendance and performance, such as bonuses, prizes, or recognition programs. These measures can help you boost morale, motivation, and loyalty among your staff, and reduce stress, fatigue, and dissatisfaction.

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4 Provide support and feedback

A final step to managing employee attendance is to provide support and feedback to your staff. You can use various channels and methods to communicate and interact with your staff, such as meetings, emails, or surveys. You should also provide regular and constructive feedback to your staff, both positive and negative, to acknowledge their achievements, address their challenges, and guide their improvement. Moreover, you should offer support and resources to your staff, such as training, coaching, or counseling, to help them cope with the demands and pressures of their work.

Managing employee attendance during periods of high demand can be a complex and delicate task, but it can also be an opportunity to enhance your HR operations and your employee wellness. By following these tips, you can create and implement an effective attendance policy that aligns with your business goals and your employee needs.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Phil Wolffe

Workplace Wellbeing Specialist | I plug into your HR team to deliver wellbeing outcomes for your people
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If you're having to measure and manage attendance during periods of high demand then you've likely already lost the battle. Employees who are aligned with a company's vision will recognise the need for increased effort and give it willingly. Don't measure how many trees a person is chopping down to build your ship, make them long for the vastness of the ocean and set them loose.

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How can you manage employee attendance during periods of high demand?

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5

1 Define clear expectations

2 Track and monitor attendance

3 Offer flexibility and incentives

4 Provide support and feedback

5 Here’s what else to consider

HR Operations

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How can you manage employee attendance during periods of high demand?

1

2

3

4

5

1 Define clear expectations

2 Track and monitor attendance

3 Offer flexibility and incentives

4 Provide support and feedback

5 Here’s what else to consider

HR Operations

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