It's critical to approach the issue of a top performer's persistent absences with compassion and assistance. Start by discussing the underlying causes in a confidential, compassionate discussion to determine whether they are personal, health-related, or the result of difficulties at work. Acknowledge their importance to the group and stress how their absence affects output as a whole. Work together to find solutions that will enable them to manage their circumstances without compromising performance, such as flexible work schedules, wellness services, or workload modifications. They can stay productive and involved in the team if you keep lines of communication open and offer them the assistance they need.

Addressing a top performer’s chronic absenteeism requires empathy and a balanced approach. Start by having an open conversation to understand the underlying reasons, then collaborate on a flexible plan that supports both their well-being and business needs. Set clear expectations, offer resources like wellness programs, and ensure regular check-ins. This strategy promotes mutual growth, ensuring their continued success without compromising team performance.

To address a top performer’s chronic absenteeism while ensuring their continued success, start by having a private, supportive conversation to understand the underlying issues. Collaborate on finding solutions, such as flexible work arrangements or additional support, to address their needs. Set clear expectations for attendance and communicate the impact of their absences on the team. Offer regular check-ins to monitor progress and provide feedback. By balancing support with accountability, you can help the employee manage their attendance while continuing to contribute effectively to the team.

Continuous success will come secondary in this case. Be a true blue HR! Find out what keeps her or him away from work, family, stress? Lack of interest or is she or he being poached upon? Their well being or their their reasons is something that maybe a huge revealation for you at work. Just not the top performer, maybe you need to care for everyone. Just because this is your top performer hence the absenteeism is starkly visible but there maybe an underlying cause which is probably makinh all your employees consider your workplace which should be known. So get your capes and your lens to find out what is it that keeps them from performing and mitigate the risk to enhance your employee retention as well as improve performance.

Chronic absenteeism can be challenging to address when you are dealing with a team member who is a high performer. Below is the approach I would take: Schedule a meeting with the employee and start by highlighting the positives. Thank them for their hard work and let them know how much you appreciate them. Discuss the concern with the employee in an objective manner. It will be helpful if you have data insights to pull from that can provide the team member with a visual. Explain the impact this has on the team and operations and ask how can you help the team member get to their scheduled shifts. Consider offering a flexible work schedule and provide the employee with resources such as EAP, wellness programs etc.