Reducing absenteeism using an approach based on vitality
From absenteeism to vitality
Absenteeism and vitality seem as if they are opposites. The interesting fact is that a vitality approach can considerably reduce absenteeism. Absenteeism rates drop and enthusiasm often increases when people are managed attentively, with focus on their work satisfaction and motivation. For those who provide leadership, this means being alert to signs of stress and discussing this topic, taking control regarding the welfare of the employees and helping in thinking about possibilities.
1. Preventive: recognising stress and discussing it
Stress constitutes by far the greatest cause of long-term downtime at work. Recognising the initial symptoms and entering discussions help prevent worse situations.
- What takes lots of energy for this person and what, on the other hand, generates energy?
- What is going on with this employee? Has abnormal behaviour been observed?
- Profound situations in his/her life? As a manager, you can help the particular employee by relating to the situation and feeling involved.
2. Together taking control of matters
Suppose that two employees have the same medical problem, yet one might be absent from work and the other not. That's because absenteeism is to a large extent a behavioural choice. Who or what influences the flip of a coin? The immediate superior and the employee usually jointly determine whether to report sick or not. Therefore, they can very well take control of matters jointly.
3. An absence interview that works
If an employee is not happy with the work situation or reports sick, then the manager can employ his or her counselling qualities to help the employee regain strength. However, what can you actually ask or not ask during an absence interview? And for example, how do you preventively raise the issue of obesity? Ask open questions, listen well; the techniques for a good absence interview offer managers much relief.
Mike Hovens, Safety & Health advisor at Waterschap De Dommel
"Our managers are trained by HumanCapitalCare to independently enter discussions about vitality and absenteeism as part of the normal contact with the employee. This has enabled the managers to be far more involved with people. Their approach is 'This is for us jointly'. That matters more."
Maaike Nieuwenhuis, cluster director of two primary schools within the SKOzoK educational institute
"This is about people's happiness. We have developed an open culture in which illness and stress can be discussed openly. We give our employees the responsibility to suggest their own solutions. That matters more."
This article is based on the Leadership Training Programme. The programme is custom-made per organisation, based on the data about sick-leave and the results of internal examinations.
