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. Get a policy in place for no-call, no-show employees
It’s essential to have a clear regulation for cases of no-call, no-shows, and absences. So we need to establish rules. Attendance rules are not only applied to big companies but also smaller businesses.
In the policy, 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 the easiest-to-understand language. Most importantly, the rules have to include consequences for no-call, no-shows.
Once you’ve made the rules 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 are legally binding with your local laws.
2. Create a company’s handbook
The company handbook sounds unnecessary if you’re running a small business. But it’s the basis for your to solve the incidents that can happen at work.
There should be a section in the handbook for missing work, the procedure of requesting an absence, or disciplinary action for no-call, no-show employees.
The handbook is also an essential tool for employees themselves to read and refer to when needed.
3. Inform employees about the rules
Putting out a policy for no-call, no-show employees is not only writing them down in the handbook or sending the employees an email, or having them signed in the waiver. Everybody must be informed right away about attendance rules and absence policy.
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 programs about the company’s policies will be a great idea to highlight the rules for missing work.
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 have chosen a disciplinary consequence for a no-call, no-show employee, make sure that you don’t make unreasonable exceptions.
You should give your staff warnings before applying the most severe punishment such as firing them.
As your employees might have an emergency or personal issues that require their attention, and have no time to request an absence beforehand, you should listen to their reasons and decide subsequent acts accordingly.
There are 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. Use shift management and scheduling app
There are 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 manage who’s available for certain shifts. This way you can easily find a replacement in case some decides to not call and not show.
By improving your scheduling method, it’ll cost you fewer efforts to control no-call, no-show employees, enhance authority and flexibility in the workplace.
6. Prepare an on-call list
By making an on-call list which includes people who have opted in to work extra hours, you can deal with no-call, no-shows easily without being short-handed or affecting other employees’ work.
The on-call list can also let you know staff who are willing to work when problems arise and the stellar, hardworking people that need to be promoted, praised, or rewarded.
7. Communication is the key
Talking to your employees can help you find out the reasons why they don’t show up without any prior announcement. By getting to know your employees, their background, as well as the situations that they are having, you can create a connection between you and your employees. Employee’s job satisfaction will increase when they have a leader who trusts and understands them.
It’s important to give them a chance to settle their personal affairs before making any decisions regarding firing them. By doing so, you can avoid conflicts, reduce the number of no-call, no-show employees, and create a respectful work environment.
8. Control your temper
As we have mentioned in the last tip, talk to your employees and understand them before making any decisions. Showing your tolerance is a way to let them know you’re not a bad-tempered leader.
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.
9. Require assurance and proof
There should be a reason behind no-call, no-shows and you need to know what it is. You can call or email them asking why the employee didn’t show up at work. They may be in a hospital or an emergency arises.
You should reach out to help your staff in any possible way to show them that you care about their well-beings. Control your anger when answering the phone, because if your employee is under a dangerous or tragic circumstance, you might add fuel to the fire.
Once you know their whereabouts and the reasons why they don’t come to work, you can later ask for documentation and proof for their absence. You can also add this to your policy for no-call, no-show employees. This is also a way to avoid lies as this behavior is a no-no in the workplace environment.
Employees might get sick, involved in a car accident, or simply need a day off. By implementing different ways to handle no-call, no-show employees, you are contributing to your company’s success.