A Project on Absenteeism
It was January 2008, when I returned from a month long break, and the first surprising news I hear is that technical process is facing a very common problem yet a major concern worldwide, “Absenteeism”. It was a major decision to take up a challenging project to reduce the Absenteeism percentage, and this was executed by the following ways
Non-availability of leaves when required
Leave quota booked in advance
Non distribution of leaves Quota equally to all teams.
*Step Two*: Direct impact on their performance appraisal and incentive plan.
A one on one session was conducted with the identified candidates, to explain them how this would affect their performance appraisal at the end of year,
e.g. Absenteeism was given 10% in performance appraisal and incentive plan, which would pull their rating higher if they were regular to office. A comparison with other members were shown, who they would have left behind in rating if they were perfect in this criteria. Also the difference monetary terms (incentive plan) were given, which played a major role in changing their mind set.
Step Three: Bonding with employees
This was a unique plan in which five member of Lead team were involved, where they would visit all the employees place if they were sick or had any dependents sick. The main aim of t his exercise was to show concern toward the employees and create a team which would care for all. Also this would eliminate the employee to play a prank of not turning up to office and leaving to a different place.
In this phase many employees were not found at their home or were perfectly in good condition where they claimed to be either sick or taking care of their dependent. Having them caught and not taking any action on them was the aim, which played a major role in making them realize their mistake and become responsible.