© Fenman Limited 2005 Improving Attendance: What managers and their teams can do

© Fenman Limited 2005 Index of slides Click here to view the one-hour session slides Click here to view the full-length session slides

© Fenman Limited 2005 The learning objectives To understand the importance of managing attendance To understand your role in reducing absence To be able to carry out a simple Return to Work Interview. 1

© Fenman Limited 2005 Return to Work Interview Every person Every time! 2

© Fenman Limited 2005 The purpose of the interview To make the employee feel welcome and valued To ensure that the employee is fit to return To identify the cause of the absence To address any problem that is causing or contributing to the absence To agree priorities for the post-absence period. 3

© Fenman Limited 2005 Key points Every person, every time Prepare before you begin Hold the meeting in private Create an atmosphere of trust and support Approach the meeting in a genuine spirit of enquiry Maintain the self-esteem of the employee. 4

© Fenman Limited 2005 The phases of the interview W elcome A bsence R esponsibility M ove on. 5

© Fenman Limited 2005 Improving Attendance: What managers and their teams can do

© Fenman Limited 2005 The learning objectives Understand the importance of controlling absenteeism Your role in controlling it The range of possible causes of absence Conduct effective Return to Work Interviews in a range of circumstances. 6

© Fenman Limited 2005 Surveys of absence CIPD CBI 9.1 days per year 7.2 days per year. 7

© Fenman Limited 2005 The July 2004 survey by the Chartered Institute of Personnel and Development found that almost one third of employers believe that 20% per cent of absence is not genuine. 8

© Fenman Limited 2005 Causes of absence Genuine and unavoidable Genuine, unavoidable but preventable Genuine but related to attitude Genuine but able to be tackled by flexibility Fake! 9

© Fenman Limited 2005 The phases of the interview W elcome A bsence R esponsibility M ove on. 10

© Fenman Limited 2005 The manager Must hold the interview in private Must create an atmosphere of trust and support Must approach the interview in a genuine spirit of enquiry Must maintain the self-esteem of the absentee Must be prepared to address the issues. 11

© Fenman Limited 2005 The purpose of the interview To make the employee feel welcome and valued To ensure the employee is fit To identify the cause of the absence To address the cause (if appropriate) To agree priorities for the post-absence period. 12

© Fenman Limited 2005 Summary Return to Work Interviews are the single most effective tool for reducing absence Managers must carry them out for every person The interview is part of the support structure of the organisation - not the disciplinary structure. 13

© Fenman Limited 2005 Summary Interviews must be: –in private –in an atmosphere of trust and enquiry Remember the structure: –W elcome –A bsence –R esponsibility –M ove on. 14