Dealing with no call, no show employees is one of the most common problems that business leaders have to face. If an employee doesn’t turn up at work without any prior notice, it can affect the business workflow as well as tasks that require collaboration.
In many cases, there might be reasonable excuses such as car accidents or family emergencies. However, it’s important to pay attention to this type of absence, especially when the behavior is repeated many times, as the success of your company depends a lot on how you manage your staff.
Here are 9 tips you can refer to when dealing with no call, no show employees.
1. Establish policies regarding no-call, no-show employees
It’s essential to have clear policies and rules for cases of no-call, no-shows, and absences. Attendance rules are not only for big companies, but also for smaller businesses.
In the policies, details about work hours, how employees can use their working time, paid leaves, holidays, as well as methods of notifying employers about their absences, should be indicated in an easy-to-understand language. Most importantly, the rules have to include consequences for no-call, no-shows.
Once you’ve made the policies clear to your staff, they have to sign a waiver to comply with these rules. This way you can hold them accountable if they don’t show up at work.
Have an employment attorney to go over your policies before finalizing and giving them to your employees so that they’re legally binding with your local laws.
2. Create a company handbook
A company handbook may sound unnecessary if you’re running a small business. But it’s the basis for you to solve every incident that may happen at work. It’s also an essential tool for employees themselves to read and refer to when needed.
There should be a section in the handbook for the procedure of requesting an absence and disciplinary actions for no-call, no-show employees.
3. Inform employees about the policies
Establishing policies for no-call, no-show employees isn’t just about writing them down in the handbook, sending employees an email, or having them signed in the waiver. Everybody must be informed right away about attendance rules and absence policies.
Be specific and include details about disciplinary acts employees can get if they miss their shifts without advance notice. Having an orientation seminar, a company meeting or any training program about the company’s policies will be a great idea.
By providing them with clear information, everybody knows what to do and not to do. It’s also worth considering to talk about the initiative and reasons behind the policies so that your staff have more respect for the rules.
4. Be fair and flexible
Once you’ve chosen a disciplinary consequence for a no-call, no-show employee, make sure that you don’t make unreasonable exceptions. Give your staff warnings before applying more severe actions such as firing them.
Your employees might have emergencies or personal issues that require their attention, and have no time to request an absence beforehand. You should listen to their reasons and decide on what to do accordingly.
There’re different penalty levels depending on your decisions and the local laws. You can deduct the salary of that month, give warnings about possible termination, or terminate employment.
5. Prepare an on-call list
By making an on-call list including people who’ve opted in to work extra hours, you can deal with no-call, no-shows without being short-handed. You always have someone to call in case of emergencies.
The on-call list also lets you know staff who are willing to work when problems arise and the hardworking people that need to be promoted, praised, and rewarded.
6. Control your temper
It’s difficult to control your temper when your staff disappear without any notice. However, you need to consider the possibility that there might be something going on with them.
Don’t jump to the conclusions and think that they are doing a bad job. Try to ensure that your staff are doing okay, and help them solve their problems.
7. Ask for proof
There should be a reason behind no-call, no-shows. If employees eventually decide to show up, you can ask them about the reasons. If the reason seems to be reasonable, ask for proof such as a doctor’s note.
You can also add this to your policy for no-call, no-show employees. This is to avoid lies and unreasonable excuses.
8. Communicate empathetically
Talking to your employees can help you find out the reasons why they don’t show up without prior notice. By getting to know your employees, their backgrounds, their life circumstances, you can create a connection between you and them. Employee’s job satisfaction will increase when they have a leader who trusts and understands them.
9. Use shift management and scheduling app
There’re various applications offering scheduling features, making it easier for employees to request their time off and fill in their shifts.
Scheduling shifts and tracking staff attendance will be more efficient and hassle-free. You can also see who’s available for certain shifts on a scheduling app like Camelo and find replacements in case someone decides to not call and not show up.
By improving your scheduling strategies, it’ll cost you less time and effort to manage employee attendance.
No-call, no-show employees affect your business workflow and other team members. Apply 9 tips above to deal with these unpleasant situations and keep your business well-oiled.