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Source: El Economista 4 February 2010

Schedules à la carte and " days without cole ": this way I attacked the absenteeism in my SME

The companies come the lacks to the work as a problem, but 30 % does not do anything to avoid them. The policies of conciliation manage to improve the commitment and productivity of the employees.

El Economista: Absentismo Laboral
El Economista: Absentismo Laboral

The crisis us invites to escaquearnos less work. This way it is said by a published study Randstad, that he codes in 90 per cent the decrease of the labor unjustified absenteeism in 2009. Does it mean that we have turned more workers? " It means that the people are afraid to losing his employment ", there specifies Ignacio Buqueras, president of the National Commission for the Rationalization of Spanish Schedules and ARHOE. " In addition, the fact that the people are going to work it you does not guarantee that there comes more motivated not that is more productive ", adds diego Valente, teacher of behavior organizacional of the IE Business School. And that one seems to be the new challenge of the policies of management of the absenteeism for the Spanish companies. " Many continue applying the mechanisms of control and sanction that existed 40 years ago, that is to say, that notice at whom it has come to be employed and who not ", there advances from the mutual one of insurances Egarsat his director of Organization and Territorial Network, Sergi Riau. This company has elaborated close to He Evades a barometer to touch the managerial behavior before the problem of the absenteeism. And the conclusion is that, " all the companies recognize this topic as a problem, but when you ask them what is what they do to manage it, 30 per cent says not to apply any concrete politics ".

Question of schedules
And from both Arho Egarsar believe that many companies could improve their rates of absenteeism simply more flexible schedules. "Only by reducing the meal time to 45 or 60 minutes instead of two hours and he would win something," warns Buqueras. In Iberdrola decided to apply that advice in October 2007 when momentum intensive day, half an hour of room for input and output. “And it has had a significant impact on the income statement, "examines Angeles Alcázar, Head of Social Projects of this energy company. "Accidents have decreased low 24 percent, without leave, 10 percent, and days lost, 37 percent. This represents a significant savings. " This example not only in the context of a large company. In Arrabe Advisors, an SME with 25 employees, also are aware that greater flexibility results in a decline in absenteeism and increased productivity of their employees. "It does not depend on the size of your company, but we are convinced that managers" remarks the director general Miguel Angel Ferrer, who said "a worker from one hour before or after there is no cost for the company's production cycle, whereas he can be the difference between being able to bring their children to school or not."

Good cholesterol
Iberdrola as Arrabe Advisors Both have the Family-Friendly Company label awarded by the Foundation Masfamilia. The agency believes that if these conciliatory measures were implemented at national level, companies would save 5,000 million euros, so not only would result in reduced absenteeism, but "it would increase employee productivity, being more committed" , as claimed by its director, Roberto Martinez. The message this sends is clear: on one hand reduce unexcused absences from work. On the other, who attends does so with a greater degree of commitment and hence productivity. “This is more profitable to put a webcam or a supervisor to monitor what employees do in your work schedule, "continues Martinez, who compares the problem of absenteeism with cholesterol. "Just as we learned that there is a good and bad cholesterol, there is an absence that has to do with the settlement and that a company should promote the fact that a worker can go to a guardianship of his son or oncology consultation with father when it coincides with their working hours. " But not everything is a matter of hours, the Foundation is encouraged Masfamilia other practices. "We found that non-school days many parents get sick and they will not work because they have no one to leave the child. Some companies, for those days, free time monitors hired to organize activities with children while parents work. " "But not all strategies work equally in all companies," says Riau from Egarsat. "You can get better results in a work environment than another." Even within the same company, it seems to press the working environment through surveys and an internal communication policy is essential because "you need to know what motivates each employee," according to Professor Valiente values. "Some would prefer bonus as a motivator, and some might prefer more flexible hours." Where I do seem to agree on tackling the problems of absenteeism, both of whom are not going to work as who distracts his time for lack of motivation is that "it is not a problem, and that not everyone is quite clear. If our people do not want to come work with us, something we do wrong, "says Sergi Riau.

Collective Bonus
And just so that the problem affects the whole enterprise, the solution must also be a global response. "It's not only the Human Resources department who has to deal with the issue, but rather to have a comprehensive plan for the management of absenteeism," proposes Riau. "For example, managers can put a bonus, but these vary depending on the absenteeism data to register the company, so get that managers act directly in keeping employees involved, and has a communication passage enters the dome and the bulk of the workforce. "Communication" continues Diego Brave, "is fundamental." I think having a close relationship with your boss is the key, mainly because then you know that it is they want from you. Studies suggest that only 5 percent of employees are clear about what you are asking, and one in three pays the most. " Put another way, 95 percent would not really know what their responsibilities and 66 percent who could still give anymore .

Brake emotional
Once you have become aware of the need to address the issue and the possibilities offered by these reconciliation measures, the big question arises. How much does all this apply? "There is a cost, is an investment, and also the accounting expense is minimal," Miguel Angel Ferrer responds. Riau adds a nuance to this issue: "Managing cash flow plan of a company is much more complicated than that. If all firms have one, why not also have a management plan for absenteeism? "" Brakes are emotional, "he replies Ferrer, in a speech that matches that of Roberto Martinez:" They do not incorporate these tools for a cultural issue "Riau, meanwhile, compares with the standard question on the use of seat belts in cars:" You have to create a policy and a change in mentality, as happened with seat belts. Before putting it nobody noticed. Now I see as fundamental. "

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