5 Ways to Overcome a No Call, No Show Employee
No employer wants to have to deal with a team member not showing up for the job, but it is practically inevitable. At some point, every employer has to face it. The key is to find a way to decrease the impact on productivity despite your missing team member. Here is what to do when talent doesn’t show up at the last minute to ensure your warehouse stays on track.
Define What No Call, No Show Means
Some companies have more strict definitions of “no call, no show” than others. There are some businesses that follow through with a three-strike rule. Others will only tolerate a single no call, no show. Define what the terms are for your company and what calls for a no call, no show within your business.
Then, come up with a policy about how you will deal with no call, no show employees moving forward. If you would like to run on a three-strike system, for instance, you should let your employees know three no call, no show shifts will result in termination.
Make Sure Your Employees Know Your Policy
Once you have determined what a no call, no show entails for your employees, be sure they know the terms and policies. Make sure they are aware of what defines a no call, no show, and what the consequences would be. A good way to ensure they are up-to-date on the policy is directly asking or having an employee quiz regarding the policy.
Be Consistent in Your Policies
When you have implemented your policy company-wide, be sure you are consistent. Do not show any favoritism among your employees and stick to your policy decisions. Make it known that attendance is a zero-tolerance issue for you as an employer, even if the person is an otherwise perfect employee.
Address Your Scheduling Policies
Many employers don’t consider when they have a no call, no show (or multiple) it that their scheduling practices may need to change. Review your time-off and scheduling policies. Consider giving your employees a say in what schedule they work. For instance, some industries can permit their staff to shorten their workweek to four days. Others may consider allowing employees to come in early to go to doctor’s appointments or other appointments.
Does your current scheduling policy allow your employees to request time off? If not, consider altering this policy as well. When your employees are able to ask for time off, they are less likely to be a no call, no show because they can ask for the time they need.
It is always a good idea to have a backup plan in the event of a no call, no show employee. For this, partnering with a staffing agency can be helpful. Recruiters have access to a talent pipeline available for temporary work, full-time, and part-time jobs. Establishing a partnership with an agency like The Bradley Group can help you be prepared in the event you need emergency staffing solutions.