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Ways to improve attendance

Employee engagement

Results from the 2016 APS Employee Census on employee engagement shows that engaged employees are likely to:

  • be more productive
  • have a greater commitment to achieving organisational goals
  • use less sick leave
  • remain with their current employer for a longer period.

See the full report here: https://stateoftheservice.apsc.gov.au/2016/08/employee-engagement/

The Australian Public Service Commission has identified five factors that can have a positive impact on unscheduled absence, as follows:

  1. Expectations on attendance need to be clearly and communicated across the organisation.
  2. Managers need to be equipped to respond to unscheduled absence.
  3. Timely and simple absence data needs to be available to employees and their managers.
  4. Managers need to act early to identify if there is a problem.
  5. Where there is a problem, managers and employees need to work together to develop a joint plan.

Your responsibility as a manager

Good managers inspire their employee to perform at their best out of respect, not out of obligation. They are forthright but exercise a high degree of empathy and consideration for their whole team as well as the individuals within it. Our research indicates employees want the following four themes from their workplace:

  • A culture where employees feel they fit in, are appreciated and are proud of what the organisation stands for and does.
  • A work environment where employees are free to work and perform, do what they are good at and develop.
  • Exceptional leaders who communicate, inspire confidence, and keep up-to-date with current affairs.
  • Immediate managers who empower them, act on feedback and are proficient in people management.

Below are some quick wins to improve or maintain engagement in your team.

Tools and resources: Know your team

How well do you really know your team members?

Here is a good checklist to determine how well you know your team members:

  • Who is in my team member's family?
  • What are my team member's hobbies and interests?
  • Do I know the personal and career aspirations of each of my team members?
  • Do I know why they joined my agency and why they took their current position?
  • What are their strengths and areas for improvement?
  • Do they understand how their role affects the team and the organisation more broadly?
  • Are they proud of being in my team?
  • How do they feel about their work/life balance?
Last reviewed: 
29 May 2018