Managing Poor Performance and Absenteeism 

In my experience on managing poor performance and absenteeism, very few people wake up in the morning with the intention of performing poorly. A number of factors create poor performance, and when we start to set expectations and hold people accountable, it can be difficult for everyone. As a result, we often see a link between poor performance and absenteeism.  

The employee’s 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 tips: 

• Embrace Empathy (For yourself and others) 

Being realistic and recognising that you and your remaining team can only do so much is essential. Get focused on prioritisation and communicate clearly the priority actions and confirm who will be responsible for communicating any delays.  

Try to manage any feelings of resentment towards the employee on Personal Leave. In most cases, they are doing their best and if they did come back to work if would potentially lead to more errors. 

• System Strength (Use your Policies) 

Go back to your foundations. Your Leave policy will set out the expectations and requirements.  

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.  

• 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. 

Don’t over share details of why the employee is away. Let the team know that they will be absent and are unwell, but don’t go into any details unless you have permission.  

• 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.