Absenteeism and Poor Performance

I’ve been working in HR for……… let’s just say, a long time. And in all those years there have been a very small number of people who went to work with the intention of performing poorly, leading to absenteeism and poor performance. For most people, there are complex range of circumstances that lead to poor performance. Due to that complexity, there is often a link between poor performance and absenteeism.  

Working out where to start is important so that you can set expectations, hold people accountable and either move towards success or separation. However, ignoring the issue is never the right option. Employee absence creates more work for teammates and wider business issues can arise. So how do employers navigate this minefield; turn poor performance around and ensure the wheels don’t fall off?  

These are our top 4 tips: 

1.) Embrace Empathy (for yourself and others) 

Being realistic and recognising that you and your remaining team can only do so much is essential. Prioritisation and communication become even more important. Try to manage any feelings of bitterness towards the absent employee.  

As you are setting priorities, make sure that yours include managing the employee’s poor performance in an empathic way.  

2.) System Strength (use your policies) 

Our policies provide you with confidence in what steps you can take. Use your leave policy to set out the expectations and requirements. Know that you can ask for medical certificates and keep them up to date. This will allow you and your team to plan appropriately. We will plan differently if it is only a day or two than if it is a longer period of leave.  

3.) Careful Communication (respect privacy) 

Remember that if the employee is on leave, only minimal contact is appropriate. Check-in via an agreed system (text, email, messaging platform) if the leave is for a longer period and preferably at agreed times.  

Be mindful that although sharing the reason for why an employee is not at work may feel like the easiest way to gain empathy for a colleague, that it is only possible if the employee has agreed.  

Instead, let the team know that they will be absent and are unwell, but don’t go into any details.  

4.) Forward Focus 

If the employee has been on extended leave, make sure there is a return to work plan in place and understand the assistance needed.  

Managing performance can recommence once they have returned to work. Don’t assume that the Personal Leave is a tactic to evade Performance Management. It will resume when they come back to work.  

Consider if providing some flexibility in the return-to-work process may be beneficial to both parties. Sometimes it can help your business get the knowledge back in house, without the disruptions. Every situation is different.  

If you are struggling to manage Poor Performance, we are here to help. We know the challenges of care for your team and your clients, while needing to ensure financial targets are met. We are here to help. Call us on 1300 474 672 or book a free confidential discussion here.