How Do You Handle Unauthorised Absence from Work?

What do you do when one of your members of staff keeping missing work for no apparent reason, or doesn’t come back when you expected them to after their holiday? This is known as unauthorised absence and needs to be handled quickly and efficiently.

The first thing to do is find out why someone has been missing work. Is it unusual or do they keep missing work? Next you need to get in touch with them and follow a procedure. This short video will tell you more about this.

We can help you put a procedure in place for handling these issues and can provide you with a template letter to send to staff who have been absent without your authorization. Just call us 0118 940 3032 or email for some confidential advice.

Learning to Manage Your Team

Recently one of my clients asked me to help one of the managers in her business, who wasn’t that confident in his role. Rather than sending the manager on an off the shelf ‘learn to manage’ course, my client asked what I thought would work best. After a brief conversation with my client, to find out about her concerns, I then spoke to the manager. As a result, we decided that some 1-2-1 management coaching sessions with the manager would be ideal.

One of the manager’s main issues was that he needed to learn how to deal with long serving members of staff. There had been a number of incidences when he might ask them to do something, for them to tell him that it wasn’t part of their job. Both the members of staff have been with the company for some time and like the way things always used to be. They weren’t keen on change – something many of us struggle with.

Rather than come down heavy handed on his staff, the manager and I agreed, during one of our sessions, that he needed to learn how to push back and challenge his team members. To help him do this more effectively we used the Quest personality profiling system, to show up in which areas he is stronger and weaker. This showed us the skills that we needed to work on. It’s not possible to turn all your weaknesses into strengths; you need to understand which are the most important ones that you can develop.

We also looked at the manager’s best communication style and how that relates to the communication styles of his team members. We discussed the importance of not treating everyone the same. Instead, look at how they like to be managed and find a middle ground.

I will carry on working with my client’s manager, over the coming months, to coach him in his job and help him to overcome other obstacles that will come his way, as his confidence builds.

If you would like to arrange 1-2-1 Coaching for your members of staff, do get in touch. We can discuss the issues and work out the best way forward, for you and for them. Call us on 0118 940 3032 or click here to email me.