Absence Management Training
Nelson Training has an unrivalled success with its drama based absence management programmes. We developed our approach to managing absenteeism in the workplace in conjunction with Whitefriars Housing Group (now part of WM Housing back in 2005). They had found that their managers had a problem with having difficult conversations with their staff about absence and particularly return to work interviews that encouraged reduced absence.
Over the following 18 months we trained all Whitefriars’ managers in how to carry out an effective return to work interview. Employee absence over that period was reduced by an average of 3 days per employee per annum, saving the cost of the training programme many times over. Whitefriars monitored absence for another 18 months before submitting our training programme for a National Training Award. The reduction in absence had been sustained over that period and we won our second National Training Award. Since then, we have trained many organisations in successfully managing employee attendance and enjoyed similar success. We have written recently about the success we have had in reducing absence in the NHS.
Managers have found that they are able to put into practice and retain the knowledge and skills gained through the drama based approach far more effectively than through traditional training programmes. The development and use of drama based training is explored in our article: Drama in business training.
A typical programme outline.
The programme will be tailored to suit your specific needs
Delegates attending this programme – key benefits
• Will understand the key policies relating to staff attendance and managing staff absence
• Will understand the main areas of legislation and regulation that affect how we manage attendance
• Will have outlined their major concerns regarding tackling absenteeism with staff
• Will have identified how to manage these concerns more effectively
• Will have highlighted the core interpersonal skills needed and the pitfalls to avoid when discussing attendance issues?
• Will be able to distinguish between formal and informal interviews?
• Will be able to plan, prepare, structure, control and document a return to work interview
• Will be able to build up their own confidence when tackling awkward/delicate situations
• Will be able to handle disagreement, conflict and emotion professionally, assertively and with sensitivity
• Will understand the responsibilities of a manager when working with staff who are fit to undertake some work duties or require adjustments to their work environments
• Will be able to distinguish between short term and long term absence and how to manage different types of absences
• Will be able to manage non sickness absence e.g. compassionate issues