The absenteeism charter: insights from all stakeholders
Everyone in your organisation plays a role in creating a sustainable positive absenteeism policy.
That’s why Mensura and Certimed have enriched their vision with the broad perspective of all stakeholders in absenteeism. This is how we engage in the conversation and share insights with various experts, employers, HR managers, and employees. Our approach to absenteeism keeps everyone on board.
Our growth model towards a sustainable and positive approach to absenteeism
There is no ready-made absenteeism policy. A sustainable and positive approach to absenteeism requires time and individual effort. The different maturity levels are achieved in a chronological order. This is how you can achieve the greatest impact.
01
Absenteeism procedures
You have crystal-clear agreements about absenteeism, which are known and implemented by your entire organisation.
02
Absenteeism policy
You ensure everyone adheres to the rules and take action when they don’t. These measures are part of a broader welfare policy that complies with legal obligations.
03
Positive absenteeism policy
In your integrated absenteeism policy, the positive attitude predominates and you focus on the prevention of overload. Managers and employees enter into dialogue in a warm, business-like manner at work, in the event of absenteeism, and then upon resumption of work.
04
Sustainable and positive absenteeism policy
Mutual trust between managers and employees ensures every employee actively participates in the roll-out of a sustainably substantiated welfare policy. Health, vitality and resilience are central to this.
The three keys to success
Be ambitious, but be patient
Putting a clear absenteeism policy on paper is crucial. The subsequent implementation then requires changes from your organisation and employees. Set the bar high, but also provide time to grow towards a different approach to ensure the policy is supported.
Go for a positive and measurable impact
Ensure the absenteeism procedures are strict, and that you can monitor the efforts objectively. Only then will you know what works and where you need to make adjustments.
Have a warm business dialogue
Managers must motivate and support employees, but also hold them accountable for the expected performance and desired behaviour. This will ensure you create an atmosphere of trust in which employees play an active role in their own careers and health.