در ابتدا با یک نظر سنجی مناسب توسط مشاوری بیرونی، نسبت به کشف دلایل تأخیر و غیبت اقدام نموده ، در صورتیکه این موضوع ناشی از نبود تعلق و دلبستی سازمانس است، باید پروژه های بهبود مربوطه طراحی گردد. اگر علت آن سهل انگاری کارکنان است با تذکری مناسب و در نهایت تنبیه متناسب نسبت به این موضوع اقدام نمود. First, with a proper survey by an external consultant, the reasons for lateness and absence should be discovered. If this issue is caused by the lack of belonging and attachment to the organization, related improvement projects should be designed. If the cause is the negligence of the employees, take appropriate action against this issue with a proper warning and finally a proportionate punishment.

To address absenteeism and tardiness proactively, start by setting clear attendance policies and communicating them effectively to your team. Identify and address any underlying issues contributing to these problems, such as workload or personal challenges. Implement a tracking system to monitor attendance patterns and provide timely feedback. Recognize and reward good attendance to motivate the team. Offer flexible work arrangements or support services if needed to accommodate employees' needs. Regularly review and adjust policies based on feedback and performance to foster a more reliable and engaged workforce.

Understand the Root Causes: Conduct surveys or one-on-one meetings to identify underlying issues such as personal challenges, work environment problems, or unclear expectations. Set Clear Attendance Policies: Clearly communicate attendance policies and the consequences of non-compliance. Ensure that these policies are fair, consistent, and well-understood by all team members. Offer Flexible Work Arrangements: Where possible, provide options like flexible hours or remote work to accommodate employees' personal needs and improve their work-life balance. Recognize and Reward Good Attendance: Implement a rewards program to recognize and incentivize good attendance and punctuality. This can be in the form of gifts, or public acknowledgment.

🔸In case of absenteeism, we have to first see the frequency of absence either fortnightly or monthly. With observations we should discuss one to one with the team members about the same and ask about their reasons. We should listen their concerns actively and respond empathetically. Do support them with flexible options and professional ethical guidelines. Rewards and verbal appraise are to be given to the employees with good attendance. 🔸In case of tardiness, one must observe and verbally notify. Discuss about the Attendance and Timing Policies and Professional Ethics one must follow in their Professional career trajectory path with the concerned members. In case of no improvements strict actions are to be taken against them formally.

Existing absenteeism policies don't fit today's workforce. Most hourly workers are managed by a "point system" that was intended to keep workers in line but has become the #1 reason for turnover. Instead, offer associates a "bank" of hours. If they’re 10 minutes late, they use a full hour from their bank. Need a day off for a doctor's visit? They use their banked hours to cover the shift. Make it easy to use these hours. A mobile app for requesting time off will encourage associates to notify you instead of ghosting, giving you a chance to find a replacement. Better yet, use a system that automatically finds a replacement. By putting a policy in place that treats workers fairly and respectfully, you'll see massive improvements.