With Gen Y’s love of its lifestyle, it’s time for HR managers to rewrite the sick leave policy to provide more flexibility, according to one expert.
If you want to avoid absenteeism, particularly around big events, it might be time to review your organisation’s sick leave policy.
In a SmartCompany article, HRAnywhere managing director Martin Nally wrote that Gen Y workers tended to integrate work into their lifestyle, rather than balancing the two, which could lead to them taking days off after big social or sporting events.
“Employers should be saying, ‘Let’s have some flexibility’. Flexibility is the new order. Demonstrate to people why you need coverage on a particular day, but say you’re more than happy for people to take another day off.”
He said that policies should be uncomplicated and staff should be asked for input in the development stage.
“If you prescribe what happens, you’ll get what you get. If you consult your staff, you might be surprised.”
Employers needed to understand the “lifestyle anchor” and what drives their workforce.
According to Nally, another option was to allow employees to self-roster around events so that deadlines and meetings were still covered but staff felt empowered.
“Create an incentive, so that if absenteeism is low during the silly season you will provide some sort of benefit.”
Does your organisation provide staff with flexibility around big events?
In a SmartCompany article, HRAnywhere managing director Martin Nally wrote that Gen Y workers tended to integrate work into their lifestyle, rather than balancing the two, which could lead to them taking days off after big social or sporting events.
“Employers should be saying, ‘Let’s have some flexibility’. Flexibility is the new order. Demonstrate to people why you need coverage on a particular day, but say you’re more than happy for people to take another day off.”
He said that policies should be uncomplicated and staff should be asked for input in the development stage.
“If you prescribe what happens, you’ll get what you get. If you consult your staff, you might be surprised.”
Employers needed to understand the “lifestyle anchor” and what drives their workforce.
According to Nally, another option was to allow employees to self-roster around events so that deadlines and meetings were still covered but staff felt empowered.
“Create an incentive, so that if absenteeism is low during the silly season you will provide some sort of benefit.”
Does your organisation provide staff with flexibility around big events?