Advise your staff you are willing to roster days off and still achieve coverage: let them know you are up for a little give and take. You need to demonstrate to people why coverage on a particular day is important, but then say you’re more than happy for people to take another day off.
Another way of dealing with the inevitable is allowing people to self-roster around deadlines and meetings so that you are covered and they feel empowered.
Once you are through the immediate challenge of Cup day, it might be time to set up a new standard and rewrite your leave policy, taking into account the different lifestyle “anchors” that motivate your people.
Ask staff for input to the development of a policy. If you prescribe what happens, you’ll get predictable results. If you consult your staff, you might be surprised.
Let people know you are up for a series of days off before and after weekends. If you are proactive and flexible you will avoid the surprises.
Create an incentive, so that if unplanned absenteeism is low during the silly season you will provide some sort of benefit. Allow the staff to have some say on what the benefit is, because the barbecue or movie tickets you thought were great may not cut it, depending upon your demographic.
Try dealing directly and openly with absenteeism and you will achieve the outcomes you desire. Understand your employees and what drives them. This will not only help you manage absenteeism, but will also drive your business in the long run.
Martin Nally is founder and principal of hranywhere. hranywhere represents the new generation of HR, focusing on providing the people support that business needs. Martin is a recognised and respected executive coach and mentor.
