How to Deal with Employee Absenteeism for Remote Workers

Categories: Remote Hiring and Virtual Staffing
employee absenteeism

The effects of the pandemic has brought about many realizations. One of which is that remote and hybrid working are viable options and are likely to be the norm in the coming years. Employees and company owners alike benefit from work from home policies.

However, remote work also comes with difficulties, one of which is employee absenteeism. It increases administration and labor costs, reduces productivity, and harms workplace morale. Solving this problem may be extra challenging with the communication issues and lack of physical interaction.

To ensure that your company maintains optimum productivity and meets its performance objectives, you must create initiatives that decrease unexpected absences among remote workers and keep them dedicated. But how can you exactly deal with employee absenteeism for remote offshore workers? Read this article to find out.

How to Deal with Employee Absenteeism for Remote Workers

Whether the employee is working on-site or from home, the root of absenteeism is largely similar. However, since the nature of working on-site and remotely are vastly different, so are the approaches to solving them. To establish a great balance in an offshore workplace and mitigate employee absenteeism, here are six strategies your company must incorporate.

  • Start with the right remote work policy

An absenteeism policy is a set of criteria to govern a remote employee’s absence. It lays forth the just causes for their absences and emphasizes the disciplinary measures the company will take in the event of persistent tardiness or absence.

The ideal absenteeism policies encourage workers to miss fewer workdays while remaining fair and considering the realities of illness, paid time off, loss of a loved one, and vacations.

Establish clear standards for when an employee is eligible for unpaid and paid leaves. You may also give workers a bonus for high attendance or compensate them for any time off they don’t use.

  • Be clear with your work expectations

You can avoid unexpected absences if you communicate to your offshore teams the dates and time slots you need them to be available. One way is to create a shared online document or sheet where these rules can be posted so everyone can see them and keep themselves updated. That way, you also prevent workplace conflicts.

Requiring your employees to follow the company’s time-in policy, request permission before they use vacation or unpaid leaves, and record their remaining absences will also help remind them of your expectations when it comes to attendance.

  • Be open to flexible arrangements

HR departments have been swamped with COVID-19-related absences in the past two years. Empathy and flexibility are essential in unexpected circumstances like this global health crisis. If your employee is going through something, give them some leeway.

With absences due to illness or childcare, workers find the need to cease working temporarily. Managing these absences has been difficult for most companies. One solution implemented by offshore teams is flexible working hours. It can reduce unforeseen absences and shows your staff that you trust them to complete their tasks properly and on time.

Moreover, 70% of employees feel that having a flexi-time perk makes a job much more attractive and engaging, making them less likely to be absent.

  • Do one-on-one check-ins

It’s common for offshore employees to feel lonely and disconnected from their coworkers, leading to decreased collaboration and a lack of commitment to the company. Due to this predicament, unengaged remote workers may take more unscheduled days off or leave their employment. 

To meet your remote staff face-to-face regularly, use web-based conferencing software. Arrange brief one-on-one video calls with each employee and take the time to see how they are doing to address the current issues they have at work. Additionally, use video calls to boost employee morale and team cohesiveness.

  • Foster a non-toxic work environment

Creating an enjoyable or engaging work environment and ensuring that the workplace culture is not toxic can significantly reduce absenteeism. Enhancing workplace morale will encourage teamwork and collaboration. To improve workplace morale, create a culture of regular feedback, discuss and resolve conflicts in your team, play games, or organize online team-building engagements.

  • Collect and analyze data from an employee monitoring software

Employee absence data can better reveal how your team is performing compared to progress and production patterns. You can discover any issues with your team’s behavior and plan your management strategy. Information on employee absence can help you improve your management tactics and foster progress more effectively.

For example, employee monitoring software gives you access to leave time data when you need it. You get more transparency in your offshore team’s absence management and a deeper understanding of your workers’ leave patterns.

Mitigating Employee Absenteeism

Make the most out of your offshore team by establishing an absenteeism policy that encourages employees to remain dedicated to their jobs and reduces unnecessary absences. You can also improve workplace morale and show them that you genuinely care for their well-being.

If you need help in remote staffing and offshoring to the Philippines, contact Manila Recruitment. As the top recruitment agency in the Philippines, we offer reliable solutions to help your company adjust to the new normal.