Create an alternative work environment Think about how you can avoid this. If there is a legitimate reason for being absent to work and they are absent regularly, but they are nevertheless a valuable and important employee for your organization, you can look for an alternative workplace for them.

Addressing chronic absenteeism requires empathy and structure to maintain morale. Effective strategies include opening a dialogue with individuals to understand underlying issues, clearly communicating attendance policies, and offering support such as flexible hours or remote work. Recognizing consistent attendance through small rewards can foster a culture of accountability, while tracking absenteeism trends may uncover deeper organizational challenges. Tackling these proactively helps reduce absences and keeps the team motivated.

If it's a chronic problem, it means that it has not been addressed or the remedial actions taken were ineffective. So, the best way forward is to: 1) identify the impacted teams 2) have honest conversations 3) identify the root cause 4) and take necessary corrective action 5) finally, monitor and control to prevent the problem from reoccurring. If you are willing to listen, exercise empathy and create employee friendly attendance policies that favour worklife balance; tackling an attendance problem shouldn't be a big deal unless the root cause behind the skim attendance is something more problematic like a rogue manager or something.

Be open about how chronic absenteeism impacts both team performance and overall morale. Offer flexible options like remote work or adjusted hours to accommodate personal needs. Promote a healthy work-life balance and consider wellness initiatives or regular check-ins. Use positive reinforcement to motivate the team, publicly recognise and reward good attendance to foster a culture where consistency is valued. Encourage the team to support each other in improving attendance collectively.

In order to address it the best way is to have an open discussion with the associates and understand the reason. In case of genuine reasons help them through the policy and how they can take leaves under the prescribed conditions. In case of regular default, try to make them aware of the outcome and manage the situation as per the organization guidelines with compliance actions.