Will They Show Up Tomorrow? How to Deal With Uncertainty in the Workforce

Have you ever ended the workday and thought to yourself, “Oh boy, who is going to be a no-show tomorrow?” Unfortunately, you aren’t alone. According to McKinsey, the Great Resignation remains underway, with 40% of workers planning to leave their jobs this year.

Since recruiting is more challenging than ever, roles go unfilled—increasing your team’s workload, burning out employees, and leading to more attrition.

Once upon a time, there was a “rulebook” for dealing with employee absences, but the Covid-19 pandemic changed many workplace rules. Of course, employers should:

  • Have an employee attendance policy
  • Communicate attendance expectations
  • Keep track of employee absences
  • Address no-shows immediately

But in a work world where 2 out of 5 employees are thinking about quitting and can likely find a better-paying job fairly quickly, how can you really deal with attendance issues and ensure employee attrition doesn’t cripple your organization?

Here are 3 tips to consider adding to your employee absence “rulebook” in 2022:

Offer Flexibility

Salary has traditionally been a great motivator, but just as many workers value schedule flexibility. During the pandemic, employees discovered the joy of working from home. If possible, offer remote or work-from-home opportunities to interested employees. Consider allowing varied start times, unlimited time off, or other perks that show employees the value of working for your organization.

Create a Caring Culture

Employees that feel like their managers care about them are likely to feel more loyalty—and show up consistently. When an employee misses a day, uncover the reason for the absence. Did they have a sick child? An emergency? Are they having an ongoing crisis that might require assistance or resources? Do they need help from the organization? Make it clear you have their back, and they will likely make an effort to have yours.

Tailor Job Benefits to Employee Needs

Employees have different job priorities. One worker might keep a job because it’s close to home. Another might need health benefits. Salary might top the list for some employees. Build relationships with your team so you understand what they most want—and need—from their employment experience. Where possible, tailor your benefits to meet their requirements, and you’ll have a better chance of keeping them with the company.

Bonus Tip: Work with PrideStaff

Need help finding qualified employees to keep your business moving? Your local PrideStaff office can provide motivated, hardworking employees to fill unexpected vacancies, ease the burden on your core team, and help your business stay on track. Contact us today—we’re here to help!

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