2018-02-27 14:03:08 Managing People English Encourage your employees to be more punctual by implementing an attendance policy that employee incentives and rewards. Learn how to reduce... https://quickbooks.intuit.com/ca/resources/ca_qrc/uploads/2018/02/Employee-rewarded-for-good-attendance-by-small-business-manager.jpg https://quickbooks.intuit.com/ca/resources/managing-people/employee-attendance-incentives-rewards/ How to Reward Employees for Good Attendance

How to Reward Employees for Good Attendance

1 min read

When your employees are chronically late or absent, it sets your company behind. Positive reinforcement can be an effective alternative to disciplinary action when you want to reduce absenteeism at your small business. Many employees struggle to show up to work on time every day. Give your team rewards as incentives for getting to work on time. Rewarding good behavior creates a positive company culture that keeps staff morale up, which can also boost your company’s overall productivity and efficiency.

There are many ways to reward employees who show up on time consistently. They’d appreciate a monetary bonus, of course, but that might not fit into your budget. If your employees meet their attendance requirements every day for a set amount of time, you could reward them with a free paid day off. You could also enter punctual employees into a lottery for prizes or special privileges, such as a longer lunch break.

Make your attendance policy very clear. Create a written policy document, and make it easy for your employees to access it. When there is no grey area, your employees can’t blame their manager for enforcing a policy that had been communicated clearly. Keep concise employee tracking records, so there’s never any doubt about working hours.

Every minute an employee is late to work is a loss in potential productivity, and those numbers really add up when you consider the long-term effects. Make the rewards worthwhile for your staff, and you should see your team arriving earlier in no time.

Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.

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