With her background in the HR world, Dana is the perfect person to assist companies...
In ‘Absenteeism explained’, our experts answer your most frequently asked questions about absenteeism. In this issue: what if an employee does not want to engage in an absence interview with their manager?
Allows employees time to get used to a culture of open dialogue, make them aware of possible confidential advisors, and invest in strong trust-based relationships.
The full statement
A sustainably positive absenteeism policy is crucial for making absence a topic that can be discussed in your organisation. Developing such a policy is a story of growth: everyone - from employees to managers – needs time to get used to a culture in which a warm yet businesslike dialogue on topics such as absence prevails. However, as soon as the topic is embedded, employees will be more likely to talk about reasons for absence.
If an employee is reluctant even if there is a well-established absenteeism policy, it may mean there is a possible problem with the trust relationship between the employee and their manager. For this reason, you need to make sure your employees know they can also talk to someone else. This could be a HR colleague. the occupational physician or someone from the external prevention service.