Unique theory on managing sickness absence

When was the last time you went to a public swimming pool in spring? Or to a water park with kids? If you were a parent you'd be watching for the number of snotty children and hoping and praying that your child doesn't swallow too much pool water (pre-warning). I can almost bet that after the water time, in changing rooms, the parents would be vigorously scrubbing their kids' hair to make sure it's dry before going out again (prevent). But despite all these efforts, if the child did fall ill, then the parents most certainly have a closet full of remedies ready and they don't shy away from the analgesics, chicken soup, pampering and cuddling their little ones (acceptance and MEDS). So what does this have to do with managing sickness absence? 

If you search the web for sickness absence, you will find numerous statistics and management theories that prescribe the way for managing sickness absence. I strongly believe and can prove that the parenting methodology of dealing with little ones gives a solid foundation for addressing employee sickness and absenteeism. Below is the process for managing sickness absence at work using the principles that agents use:

First, recognise the pre-warning signs

Persistent employee sickness absence, unless in the case of medical situations, doesn't just suddenly appear. There usually are other symptoms that prelude it ranging from demotivation, stressing at work, unsociable attitude, bullying, interpersonal conflicts, dwindling performance, deterioration in efficiency, etc. It is the responsibility of the manager to keep an eye out for their employees' wellbeing and watch out for the pre-warning signs that affect productivity. If you are an astute manager who understands and genuinely cares about their staff, you will address the root cause of the behaviour at this stage itself.

Second, prevention is better than cure

Discussing the issues and tackling the real reasons that employee performance is suffering is a key intervention to ensure that the situation doesn't escalate. Managers who regularly check in with their teams, show genuine interest in their career progression, mentor their staff to do well and provide regular constructive feedback on their work, tend to have stronger teams who are less likely to have sickness absence. Just like the parent who ensures that their child has dry hair before going out in the cold, prevention of sickness is infinitely better than finding a cure. 

Third, accept that your team (member) has sickness absenteeism 

If you are a good manager and have been looking out for your employees, it maybe disheartening to realise that despite all your efforts there is absenteeism. Acknowledging the problem is the first step to solving it. It is very important not just to accept it but equally important to isolate the behaviour.  The next stage would be to investigate who it affects, how chronic is it and find out the causes for that behaviour. Once you have taken that first step, often with proper attention and communication solutions present itself.  The key though is to keep in constant contact with the employee.

Finally, give lots MEDS: motivation, engagement, distraction and sympathy 

In the final stage of managing the absence, just like the parents do, is to deal with the situation so t hat there is limited possibility of it returning again. Absenteeism is usually linked to performance management and employee motivation. So providing encouragement and constructive feedback are a key factor moving forward. I have also found that distracting the employee and engaging them in something different to their usual remit (but of their interest) is a good way of diverting the focus from chronic absenteeism to productive performance. It is also equally important to be sympathetic and empathetic towards the employees rather than being frustrated and annoyed. 

So, in my experience as a parent and a manager, this approach has worked. Looking after your team as you would do your child does have some inherent benefits and stronger morale. I hope you find the parallels drawn in this article useful. Do comment and share your experiences.