Fostering an attendance culture
Text only versionHome page
> Publications > Fostering an attendance culture: A guide for APS agencies > Conclusion > Next: Appendices and references
> Employment policy and advice
‹ Previous page
Last updated: 22 June 2006
Fostering an attendance culture: A guide for APS agencies
Section 6: Conclusion
| Identifying, analysing and understanding |
| + |
| Targeting strategies |
| + |
| Training and supporting managers |
| + |
| Engaging employees |
| = |
| Turned Up and Tuned In |
The first step to managing workplace absences effectively is to identify, analyse and understand absence data and trends. The findings can then inform the design of strategies to address underlying factors impacting on motivation to attend work, ability to attend or barriers to attendance.
Targeting strategies and action to underlying factors within the agency will achieve the greatest gains in dealing with problematic workplace absence rates. Over a sustained period, key approaches may include a leadership commitment to addressing workplace absence, absence management strategies built around specific agency challenges, and implementing effective people management practices which attract, encourage and retain motivated people.
In addition to preventative measures, proactively addressing situations as they arise is likely to have the greatest impact on workplace absence issues. Training, support and advice for managers is critical as they play a pivotal role in managing absence.
Through a balanced approach of preventative and proactive measures, agencies can work towards creating a work environment where employees are motivated to attend work, and the occurrence of workplace absence is minimised.
