Absenteeism and employee turnover are linked to factors such as management style, job satisfaction, co-worker relationships, and personal issues. Proper workplace conditions and supportive management can reduce absenteeism and turnover, while difficult conditions and co-workers can increase them. Employers can provide counseling to help employees deal with personal issues affecting their work.
In both small and large companies, it is not uncommon for human resources people and managers to observe that there seems to be some kind of connection between absenteeism and employee turnover. In fact, there are several factors that link the rate of absenteeism experienced with a given employee and the chances that the employee will voluntarily choose to resign or be fired at some point in the future. Some of these connecting factors include the management style of the supervisor or manager to whom the employee reports, the level of satisfaction the employee finds in his or her job, interaction with co-workers, and personal issues that are present in the person’s life. company. employee impacting the employee’s perspective on work.
Workplace conditions and the employee’s perspective on those conditions can influence absenteeism and turnover. When the workplace is properly equipped with the necessary resources to manage assigned tasks and the procedures for carrying out those tasks are logical and uniform, there is a good chance that employees will find the environment comfortable and productive. Employees who are satisfied with conditions in the workplace are much more likely to be at work unless there is a compelling reason and also greater productivity while at work. On the other hand, difficult working conditions are likely to lead to increased absenteeism and higher turnover rates.
Along with actual working conditions, the type of management or supervision experienced by employees will also have some impact on absenteeism and turnover. Managers who tend to be approachable and supportive of their employees’ efforts are likely to find that employees are less likely to arrive at work on time and happy to do what they need to do to keep their jobs. When the manager makes a point of balancing disciplinary measures with employee recognition of good work, this sense of balance also often motivates employees to make their jobs a priority, which in turn reduces absenteeism and turnover. .
In many work environments, relationships between co-workers while in the workplace can also have a significant impact on absenteeism and turnover. Trying to work day in and day out with difficult co-workers can drain enthusiasm and make it much easier to stay out of work for whatever reason. Over time, the difficulties can become so extreme that employees choose to find employment elsewhere. Managers must be alert to situations of this type and seek the support of human resources to mediate differences before they negatively impact employee morale.
Sometimes absenteeism and turnover are not rooted in work settings or other people in those settings. Employees who are dealing with significant personal issues, such as illness in the family, divorce, the death of a loved one, or even a significant amount of financial problems, may not be able to put these issues aside while in the workplace. In that case, counseling provided by the employer can help the employee regain some perspective and be able to function happily in the workplace once more. Without this level of support, the situation can deteriorate with more frequent days of work lost and ultimately the employee leaving the company.
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