- Are You Looking for Mr Right*?
- Are All Your Balls Up in the Air?
- Should the UK Offer 24/7 Childcare for Working Parents?
- Gone Today, Here Tomorrow?
- How to Create Informal Mentoring Opportunities
- Perception of Disability
- How Managers Can Help Grieving Workers
- Not All Carrots Are the Same! Money and Motivation
- How to Stop Feeling So Stressed
- Can Dilbertian Thinking Improve Results?
- Court of Appeal Rules in New Holiday Pay Calculation Case
- Medical Information and GDPR
- You’re Having a Laugh!
- How to Ask For Help
- Employer’s Knowledge of Disability
- How Should Employers Deal with References Post-GDPR?
- Is It Time to Offer Bone Density Testing?
- Helping Employees Beat Loneliness and Depression Naturally
- Plants, Peace and Productivity
- The Messy Desk Conundrum
- The Pain of Living in Interesting Times
- Sabotaging Success
- Make it Mozart!
- Follow Proper Procedure Even in the Most Blisteringly Obvious Cases
- How to Speed Up Slow Performers
- Simple Belief of Discrimination is Not Enough
- Four Ways to Get More Done
- Abandon the Tyranny of the “To-do” List
- Eugene the Egg Cracks
- Three Conditions to Ensure Training Works
Getting Better (Attendance)
This story about managing attendance was sent to us by one of our business contacts. It tickled us, so we thought it worth a mention. “
My in-laws run a limited company which is largely funded through public grants, and due to the nature of its activities has a high proportion of former public sector workers.
One of the managers has had a habit of taking sick leave on days adjacent to his holidays - to the extent where it became a predictable thing. When he commented on this, I recommended your book [Off the Sick List! How to turn employee absence into attendance] to my father in law, which he duly bought.
Being a busy individual, he didn't actually read it, but left it in a prominent position on his desk in the office, clearly in view of the manger in question. He made no overt reference to the book's presence, didn't comment on the absences other than to ask how the manager was, and so on. So far, no further absences have been noted.
Clearly, only time will tell, but I thought you'd enjoy hearing how there is more than one way to use the book as a tool against excessive sickness absences. Who knows what heights will be scaled when Tom actually gets round to reading it!”
It’s nice to know the book’s effective, even if it’s not always in the way originally envisaged.
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