First repressive measures are unlikely to work because there is always a way around them. Even if they are to work with some workers forced to report to work are absent in mind. Anyway, it’s a lose-lose strategy, because such an approach can make a negative environment in the workplace seems to create a prison, it is even more motivated to seek ways to escape.

So what is the fist step to solve the problem? Evaluate the style or styles of management in use. Authoritarian management styles are generally result in high absenteeism among employees. Managers in this category are bad people who listen, set unreachable goals, have poor communication skills, and are inflexible. In real terms, they cry too much, blame others for problems, and those around them are not significant.

By identifying managers who succeed in this style, and offering management training, take a hike, reduce absenteeism huge positive. Risk managers should receive training on how to build supportive, trusting relationships with those working under them, so the probability of opening, two-way communication. Then it is a matter of regular meetings with individual gain an understanding of how the workers feel their jobs, and what is important to them. An exclusive focus of articles in itself encourage a good level of loyalty from them.

Having done this, managers must find ways to increase the level of involvement. This can be achieved by giving more responsibility, adding interesting tasks in their working day to obtain their comments and ideas, and frequently praised them for desirable actions. Each commitment must be regular meetings, both individually and in teams, while the unexpected attention too easily drift into forever.

At the first sign of an attendance problem due to a particular employee should explain how absenteeism a negative impact on the quality of their work, the morale of colleagues and the economic success and life could have continued the business. If absenteeism continues, document in a warning letter the dates and times of the absences and the dates of the person has been advised. Inform the employee that continued absences could result in further disciplinary action up to and including dismissal.

To optimize the results, the emphasis should be granted only if there is a greater chance of good returns on the time and effort. Employees must be assigned to one of the three categories, those who have reasonable long absent workers who worked and those that best respond to other changes implemented in the past.

Employees who are more sensitive to the start of a campaign against truancy more attention should be displayed. For those who do not respond at all, unless they are necessary or very difficult, it should not replace, but the choice for replacing those more interested in making a commitment to find.

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