How to eliminate employee absenteeism

Source: China President Training Network Author: Lu junwei
Not long ago, a foreign company conducted a sample survey and concluded that a company can only develop and use up to 20% of its employees. This is an astonishing figure. You may say that our company has a complete set of systems and compensation systems, but unfortunately, isn't your system the same as other companies can only stipulate that "don't go to work chat, don't meet quality standards, deduct bonus wages, don't ......" And so on. If so, you have to be careful.
According to the 80% theory, 20% of the fortune in the world is in the hands of 80% people. For enterprises, 20% of wealth (performance) is created by of employees. Therefore, in a sense, 80% of your employees are passively absent.
How to solve the problem of passive absenteeism of 80% employees has become the top priority for enterprise managers.
To solve the problem of employee absenteeism, first understand the reasons for employee absenteeism.
1. I think that my contribution is not in direct proportion to my income. I am not satisfied with my income because I pay more than I gain.
2. I think that the enterprise's salary system is unreasonable, lacks challenges, and has no motivation.
3. The performance management of enterprises is loose. The performance is the same today and tomorrow, and there is no necessary supervision.
4. Employees have different opinions on corporate culture and corporate values. It is difficult to mobilize their passion and lack a sense of belonging.
5. Lack of competition within the enterprise, ability to enter and exit, ability to go down, and mismatch of personnel and posts breeds.
6. employees feel that the prospects for promotion and salary increase are gloomy, and the phenomenon of one-day monk hitting a day is spreading.
7. Companies say one set, one set, loose management, ineffective law enforcement, illegal investigation, and low execution.
8. enterprises have a high degree of education, a low level of competence, a diploma, and a low level. They lack the skills to use talents.
9. Enterprises only use training, lack of training for employees, and reduce employees' enthusiasm and skills.
10. On the paper, the theory is too practical. The Strategic Thinking of managers is out of touch with the market and cannot be supported by employees.
The reason for employee absenteeism is clearly defined, and the methods for improving performance are naturally found:
1. Strengthen high reward incentives for core talents to attract, retain and motivate value creators of enterprises.
Huawei and Mengniu Group are the most typical companies, both of which have gathered high-quality teams for high reward, this increases the work pressure and efficiency, and ultimately creates huge benefits for the company in the shortest time.
2. Build a profit-driven mechanism to strengthen employee performance.
In an enterprise, performance-based Variable compensation can be implemented in multiple forms, including options equity, profit sharing, savings sharing, and performance bonus. This makes the dead wages more active and binds the stakeholders together.
3. Standardized and strict performance appraisal and management, transmitting performance pressure, and improving employees' efforts.
Strict performance management helps to clarify the work objectives of individual employees and departments and send certain work pressure to employees, which is very helpful for exerting the work potential of employees and improving their work performance.

4. respect and trust the enterprise culture of employees, and guide employees and enterprises to develop together to achieve emotional encouragement.
Enterprise culture can not only influence employees' commitment and loyalty to the organization, but also promote the flow, exchange and creation of internal knowledge in the enterprise. It can effectively predict the employee turnover rate and performance.
5. Form a competitive atmosphere and achieve personnel-and-post matching through mobility.
Whether it is the final elimination or competitive posts, the essence is to put the right talent in the right position at the right time. Enterprises can make the best use of their resources only when they are ready to use.
6. Meet employees' self-fulfillment needs and achieve career incentives.
Although material compensation is very important to Chinese employees at the present stage, the incentive for career cannot be underestimated. Providing career development space for employees and meeting employees' self-fulfillment needs is an important means for enterprises to retain and motivate talents.
7. emphasize discipline and execution, shape the executive power of enterprises, and improve the combat effectiveness of employees.
Discipline and human nature must complement each other. simply talking about human nature does not talk about discipline. Even if employee satisfaction is higher, enterprises cannot achieve high performance. Simply speaking about discipline rather than human nature, employees' satisfaction is too low, it is difficult to maintain long-term performance even with high performance.
8. Value-and quality-based recruitment is a prerequisite for creating a high-performance, highly loyal workforce.
First-class talents are the key to the success of an enterprise. In the recruitment process, we should examine the basic qualities and values of employees, especially the professional knowledge, work ability, and experience of job seekers, mentality and the conception of the positions they apply.
9. Systematically train employees to improve the stock of human capital and form organizational learning.
The continuous improvement of the Enterprise Training System will provide strong supporting support for enterprises to implement management practices such as recruitment based on values and basic quality, internal training and promotion of talents.
10. management strategies should be closely integrated with the market to ensure the strategic direction and improve overall efficiency.
Market Management is powerless. The combination of management strategies and the market will make managers and employees more consistent and maximize their performance.
I believe that these 10 moves aim to improve employees' behavioral abilities, willingness and opportunities, and empower and motivate employees to do things and help them improve their performance, achieve strategic goals.
It is hoped that enterprises will treat talents well and that talents will maximize their effectiveness.