Aventure Staffing takes pride in our ability to match quality candidates with positions that match skills and abilities as well as job and life expectations. We do this by asking a lot of questions to both candidates and companies, touring workplaces, and keeping open lines of communication to all parties.
Despite everyone’s best efforts, however, sometimes candidates don’t work out. And sometimes they don’t come to work at all. The attendance subject is a tricky one, but one we would like to address so that both clients and candidates understand the value of understanding expectations, increasing employee engagement, and improving overall company satisfaction. We sat down with Amy Heide-Fischer, Branch Manager in our Humboldt office, to talk about poor attendance and what both client and candidate can do to make work, work.
What do you think is at the root of poor attendance issues? Poor fit? Poor management? Lack of motivation?
“If only we knew, right? Ultimately, it is probably a combination of many factors and unique to each individual. The best answer is to take some time to evaluate and understand what the cause is. Perhaps the person is having an issue with a co-worker or supervisor and concerned about bringing it forward, or maybe they don’t feel fully trained to complete the task, or perhaps they are experiencing something in their personal life that is creating challenges for them to get to work. Sometimes understanding what is leading to the attendance issues can help reduce or improve them.”
What does Aventure do to minimize attendance issues?
“Above all, we try to ensure the assignment is a good fit for the candidate. For example, if they indicate during the interview that working on a swing shift is not ideal, we would not place them in that type of schedule. We also communicate attendance expectations up-front and work closely with the client to address and manage attendance concerns as and if they arise.”
What processes or procedures do some companies do that improve employee satisfaction, engagement, and motivation?
“Our most successful clients directly engage employees in the business and help employees understand how vital they are to the success of the company. Not only do they communicate production and business objectives, but they also provide ongoing feedback and communication throughout the process, not only when employees don’t meet expectations, but also when they do.”
What do some companies do wrong?
“Many companies fail to reward good employee behavior. It could be a bonus or a free lunch or a simple “Great job!”; employees, and humans in general, respond to positive reinforcement. If we’re talking specifically about attendance, the biggest trap some companies fall into is failing to communicate attendance expectations up-front; this means they don’t have a clear attendance policy in place, they don’t manage attendance issues consistently, and they wait too long to address concerns.”
What can a candidate do to make the most of their business relationship?
“Don’t be afraid to ask questions! Good attendance stems from being engaged with your job and those you work with. The more you understand your role and how your absence affects those around you, the greater your ability to take advantage of everything the job has to offer, including available bonuses, promotions, and respect.”
Along the same lines, what can a company do?
“Don’t be afraid to ask questions! Getting to the root of concerns is all about good communication and an invested interest in your team. Be clear about the expectations, communicate clearly and often, and do what you can to help the employee feel like an important part of the team.”
How important is the right fit to the success of a candidate client relationship?
“It’s absolutely critical. The “wrong” fit leads to issues that go beyond attendance, creating issues with performance, team morale, customer service issues, and more. The goal is to find the best match possible so that both company and candidate can start out on the strongest foot.”
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