How to Deal with Attendance Problems

Do you ever experience attendance problems? Why is it that some people have such a hard time getting to work on time?

It is frustrating to a supervisor or manager to deal with an attendance problem. And, whether or not you realize it, it is one of the most frustrating things ever for your team.

I recall serving on a team where I did not have any influence over the attendance policy. I made it my business to always be at work on time. Through one stretch of my career I went over 10 years without ever calling in once. Yes, I was blessed with good health, and yes I was also disciplined.

The team I most recall with an attendance issue had a person who was a wonderful worker when he was there. He worked fast and his production was great. He was knowledgeable and he was skilled. When he was there. The trouble was, he wasn't there a lot. Maybe he had medical issues. I don't know for sure. The rumor was that his biggest issue was playing video games all night, getting too high to work, and getting too tired to work. Some days when he came to work it was clear that he hadn't slept much the night before.

So what as a supervisor do you do?

I'm a big fan of the force-field analysis method of identifying all of the issues that support a goal, plus all of the issues that stand in the way. Kurt Lewin designed a fabulous problem solving model that works especially well in dealing with attendance.

Get all of the reasons for poor attendance on the table. Keep asking, "what else prevents you from getting to work..." Eventually you ask, "is that everything that stands in the way of achieving your goal of getting to work every scheduled day on time?"

Doing this should identify all of the reasons AND all of the excuses.

Then you ask for that person's plan to overcome these obstacles. Let them develop a robust plan for every single reason and excuse. Then ask them if they are committed to achieving the goal and completing their plan to achieve their goal. If they say yes, ask how you can help. Hold them accountable for achieving their goal.

If they say no, it may well be time to consider helping them find their next opportunity -- outside of your team.

It's deeper than it sounds: attendance problems are often staffing problems. Get the right people on your team. And the wrong people off of your team.

It's what the rest of your team wants. Just ask them.

-- Douglas Brent Smith

Comments

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Every conversation is an opportunity to make someone's life better. Take the chance. -- doug smith

Try Not Lying

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When was the last time you had any leadership training? How often do the supervisors in your organization get training? If you are like most organizations, it's never enough. Some teams go without any supervisory training at all and expect supervisors and managers to learn as they go, on the job. Unfortunately, while it is memorable to learn from your mistakes, it comes at a high cost. People get tired. People leave. Important accounts go away. Customers complain. And teams struggle without the skills and knowledge it takes to build cohesive teams that are capable of solving problems, improving performance and achieving goals. Admittedly, I can be expected to support training since I'm in the business. Still, take a closer look at your own leadership career and decide for yourself. Are leaders better off with more training and development or with less? Supervisory training can generate benefits that pay off long after the training is over. Here are just a few of the things sup...

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