Absence management is a key priority for most organisations due to the costs involved and potential impact. The focus for organisations that wish to reduce absence is often on the policy framework for managing absence. But there are often deep-rooted cultural barriers which are not addressed by a policy framework alone.
For example, a health care organisation was finding that, despite implementing a new framework to manage staff absence, sickness levels continued to be too high. After reviewing some key absenteeism metrics, it was clear to us that considerable disparities existed across different departments. This indicated that the policy framework was not necessarily the root cause. There were other reasons why sickness absence was excessive, some of which were cultural. These included:
In my experience as an Executive Coach, one of the most difficult challenges for leaders is always maintaining a positive perspective whilst dealing with the constant demands of their role. Leaders in an organisation are role models by virtue of their function. Employees watch them carefully and respond to the cues they perceive regarding appropriate behaviour. So, a positive persona is critical to engaging and inspiring employees. But we are all human, and maintaining a positive attitude through tough times can be challenging. This article provides some useful insights into how this can be achieved in practice.
Maintaining a positive perspective is often referred to as ‘bounce-back ability’ or ‘being bullet-proof’. But these descriptions are more suited to the world of super-heroes. In the more real and practi...