High absenteeism can wreck your planned schedule, disrupt patient care, and leave the rest of your team feeling stretched thin. Long-term absenteeism problems are serious situations that will eventually financially affect your business.
As a practice owner, addressing this issue isn’t just about filling the gaps—it’s about getting to the heart of the problem and finding a solution that works for everyone. Here’s how you can handle it effectively while keeping your practice running smoothly.
1. Dig for the Root Cause
First things first, find out what’s going on. Is it health issues, family stuff, or maybe stress at work? Sit down with them privately, have a chat, and most importantly, listen. Open-ended questions are your best friends here. Sometimes, it’s personal issues or mental health challenges. Showing you care can make a world of difference.
2. Check Your Policies
Do you have a clear attendance policy? Everyone needs to be on the same page about what’s considered too much absenteeism and what happens if the rules aren’t followed. If you’ve got a policy, review it with them. If not, it’s time to create one. Consistency is key! Everyone should know the standards and that they are applied equally.
3. Offer Help and Solutions
Once you’ve understood the issue, brainstorm solutions together. Health problems? Maybe flexible hours or working from home could help. Stressed out? Think about lightening their load or tweaking their environment. Sometimes a little support is all they need to bounce back, and you’re building trust and loyalty in the process.
4. Set Clear Expectations
So you’ve talked it out and offered support. Now, it’s time to be clear about what you expect going forward. Discuss attendance and punctuality goals, and set a timeline for improvement. Be upfront about next steps if things don’t change, which might include disciplinary actions.
5. Keep Tabs and Check-in
Keep an eye on their attendance; follow up and see how they’re doing with the changes. If things are improving, point it out. If not, it might be time to have another chat or consider more serious steps.
6. Foster a Positive Culture
Sometimes it’s helpful to think about the bigger picture—creating a supportive workplace culture. When people feel valued and engaged, they show up more. Regular team meetings, open lines of communication, and recognizing hard work can work wonders.
7. Consider Disciplinary Actions
When a team member consistently misses work despite all support options being exhausted, it may be time to consider disciplinary actions such as suspension or termination. Document all previous steps and assess the impact of their absence on productivity and morale. Consult with your human resources advisor or labor attorney to ensure legal compliance, and prepare for a compassionate conversation that explains the decision as a necessity for the team’s overall health.
If there is a termination, plan a respectful transition process that supports remaining staff.
Conclusion
Handling absenteeism isn’t easy, but with the right approach, you can create a win-win situation for everyone. Balance empathy with firmness, and keep your practice running along while helping your employee get back on track.
