No-call, no-show issues are highly problematic. When new hires aren’t reliable, it puts undue stress on your team. Often, productivity drops, and morale falters, hindering operations in a significant way.
Addressing no-call, no-show issues may seem like a challenge, but specific approaches are often highly effective. If you need to improve no-call, no-show issues among your team members, we’ve got you covered.
Here are some strategies that typically yield positive results.
Set Clear Expectations
One of the first steps managers should take when hiring new employees is setting clear expectations regarding attendance. Letting employees know why their reliability matters and precisely when they need to report removes any ambiguity.
Similarly, outlining consequences relating to tardiness, absences, and especially no-call, no-show incidents is a must. For the best results, companies should have firm policies and guidance on what occurs when employee absenteeism proves problematic – ensuring all employees are subject to the same penalties – as a means of maintaining fairness.
Create Open Communication Channels
In some cases, a no-call, no-show occurs because a new hire isn’t fully aware of required call-in procedures. By creating open communication channels, it increases the odds that employees will reach out if they may be tardy or absent, keeping management properly informed.
Open communication can also help resolve issues that may lead to no-call, no-show incidents. For example, if new hires have a straightforward option for presenting hurdles, obstacles, or challenges they’ve encountered on the job, it allows management to provide better support. That leads to a more positive environment and could prevent absences spurred by frustration or burnout.
Conduct Training on Time Management
In some cases, employees struggle to maintain good attendance because their time management skills aren’t highly developed. For example, they may underestimate the time required to handle their pre-work tasks, causing them to fall behind.
By offering training on time management, companies give employees the skills necessary to manage their daily obligations effectively. Plus, it has the added benefit of improving their time management while on the job, which can lead to greater efficiency and higher productivity.
Recognize and Reward Reliability
While avoiding the consequences associated with a no-call, no-show may motivate many new hires to meet attendance expectations, it’s also wise to balance the equation by offering positive reinforcement for desired behaviors. By recognizing and rewarding reliability, you’re functionally encouraging employees to remain reliable by giving them something in return.
Bonuses and similar incentives are often highly effective, as they create a way for new hires to earn something by being dependable. However, adding praise – either public or private – into the mix is also a smart move, as that can give employees an immediate boost and make them feel valued by management.
Contact Our Experienced Staffing Team Today
Ultimately, improving no-call, no-show incidents is possible, and the techniques listed above are often highly effective at limiting this type of activity. If you’d like to learn more or want to partner with experienced recruiters to find reliable new hires for your vacant positions, The Advance Group wants to hear from you. Contact us today at one of our convenient locations in Monroe, MI; Toledo, OH; or Southgate, OH!
