As manager for a busy OB-Gyn office in another lifetime, I was well aware of the impact of an absent employee.  There were patients to see, charts to manage, billing to be done and suddenly you are one or two people short.  Everything slowed down and other employees were working harder to take up the slack.
In the office most people were well aware of how their absence affected their departments and the practice as a whole, and tried to manage their time accordingly.
The employee with vacation benefits should be able to enjoy time off guilt-free.  If they are truly ill, they need to know their co-workers will be supportive while they are off work.  It is also important that they don’t come to work and infect others, but stay home and get well.  So – how can the employer be prepared to support the employee and their position?
For the employer, one interesting fact is a finding from a Kronos/Mercer study that employee absences, planned or unplanned, cost the company approximately 35% of base payroll.  An article in the Society For Human Resource Management (10/12/2010) talked about the need for employers to better manage these costs.
Some suggestions (and employees might want to think about their role in the process) include being aware of problem signs before unplanned absences occur.  Things such as chronic lateness might signal a health problem.  Complaints of work-related pain or discomfort, such as wrist pain in a computer operator, might warrant further investigation to see if their workplace can be modified to avert more complications.
For planned absences it is worth a supervisor’s time to include the employee in planning for coverage for their position.  Seek suggestions for allocating their chores, and in case of surgery or medical leave offer a modified work schedule to allow them to return more quickly. 
During non-vacation absences it is important to stay in touch with the employee. For all absences make sure that any changes made in their work area are relayed to them before they return. 
Managers have the difficult task of keeping their work unit running smoothly while having to work around absent employees.  The unit employees should be familiar enough with each other’s jobs to be able to cover for the absent member, unless the position is highly specific , in which case the manager should be able to secure coverage.  The manager should also be tuned in to the needs of the group, and if there’s a particularly unhappy employee who might have multiple absences, address the issue and mitigate the problem if possible. 
Actual disciplining of employees that abuse the company leave policies is more difficult.  There are a number of regulations such as the federal and state medical leave laws, disability absences, bereavement and many more.  It is important that the employees understand clearly the company policies, and any potential problems are addressed immediately by the employer.
Providing a supportive atmosphere for the employee while having the expectation that they’ll be at their jobs as required is a balancing act.  That’s why we have managers – best of luck to them!

Tags: benefits, employee benefits, employee morale, performance management

The economic news is that the decline is slowing, and we may be stable and looking for improvement in the overall economy next year…but who knows? The most important sector of the economy for most people is the job market, and the news isn’t comforting.

According to a survey conducted by the Society for Human Resource Management, one third of HR professionals have some level of concern about the job market in the U.S. for the last of 2009, and other sources don’t expect it to be any better in 2010. The National Association of Business Economics survey found that more than half of the 44 economists surveyed don’t expect the lost American jobs to be recovered fully until 2012.

The SHRM Survey found that white-collar employees have particular cause for concern. With one in seven U.S. organizations planning to reduce staff, they are targeting a higher percentage of managers and professionals (double the percentage of any other employee group). These people represent a lot of talent and experience, and hopefully will be able to hang on until things improve – as their skills will surely be needed. There is a tendency among employers not to add jobs even though there might be a short term need, to prevent having to lay off again in the uncertain economy.

In New Mexico the government sector has taken an economic hit and consequently is cutting staff and tightening the budget. Some companies are laying off, and many are reducing their work week in order to avoid layoffs. Benefits are being cut in almost all sectors in the coming year which has huge long term effects, especially for those nearing retirement age. Ironically one of the difficulties new and growing businesses in New Mexico have faced in the past has been the need for an experienced workforce. Now there’s an abundance of talent looking for employment and not enough opportunity. We’re a fairly creative state, so let’s get to work and get these good people back on the job.

Tags: employee morale, hiring talent, Hiring Trends, job seeker, recruiting

Use your dirt to start a company garden. The reward is twofold-improving employee health and improving morale. The concept isn’t new, but there is a new interest in community-sponsored agriculture because of the economic situation in the country and the new emphasis on health in the U.S. It can’t hurt to cut down on prepackaged food in the lunchroom!

The orthopedic office where I once worked had a small garden plot outside the back door, where we grew chard and lettuce. Everyone used the fresh vegetables as a side dish for their sack lunches and appreciated the novelty-this was in 1988! Now big corporations are getting on the bandwagon. According to an article in HR News (Nov. 18, 2009) Pepsico opened an organic garden at headquarters in May of this year. The Haberman PR firm in Minneapolis started a “Dude Ranch” at about the same time. CEO Fred Haberman believed that the company garden lead to a healthier, more productive workforce – and by extension lower health care costs.

If you don’t have space around your workplace, you can rent a plot nearby, or try window boxes. In a time when small perks can have great impact, you are encouraging healthy living and healthy attitudes. If any of you have gardens you are aware of the satisfaction they bring. Share your thoughts and experiences!

Tags: employee benefits, employee morale, team building