Today, companies spend a lot of effort on curating staff leave management policies and programs to ensure a smooth, transparent, and seamless management of absences and leave.
However, it can result in inefficient leave management if not done considering the critical performance factors. Poor evaluation of employee leave management programs can also create hindrance in exploring its opportunities and benefits.
Businesses looking forward to outperforming the competitors through their employee leave management programs to strengthen the company’s brand identity need to right employee leave management arrangement- an arrangement that promotes employer brand progression and streamlined leave management processes.
Having said that, we have put together a few performance factors that the leadership team should take into consideration while assessing their employee leave management program:
Positive Experience
A good employee leave management promises equal treatment. Whether it’s an ill employee or a disabled manager, fair treatment of all the employees from various organisational tiers is imperative.
When all the stakeholders in the organisation receive a fair and positive experience throughout their absence continuum, they experience a feeling of belonging and satisfaction. In addition to that, it improves employee productivity as well as employee loyalty towards the organisation.
Integrated Staff Leave Management System
Some companies keep different leave management programs for conventional and non-conventional leave management. Keeping these leave management models separated demands additional resources, efforts, and investments.
The HR managers are required to evaluate these models individually to understand the monthly as well as annual leave of all the employees. Integrating them, however, can be a great relief to the HR coordinators. Integrating them into one system can be a huge help to HR coordinators, allowing them to manage all types of leave and absences through one integrated system.
This eventually results in lower investment costs, lesser human efforts, and higher productivity returns. Doing so also allows the HR coordinators to learn better the areas that have room for improvement.
Defined Key Measurable Indicators (KPIs)
Truth be told- KPIs are imperative for any business wanting to learn the success ratio, improvement areas, and growth rate. Similarly, the employee leave management program needs to have KPIs that can help learn the program’s success rate and areas facing challenges.
For instance, the absence strategy ought to have defined and measurable KPIs that can help in the positive outcomes of absenteeism in the short-term as well as long-term. These KPIs need to be designed based on clearly defined goals that can, in return, help reduce absenteeism and costs.
Digitalisation
It’s 2022, and the world has already made a complete shift to digitisation. Digitalising the absent and leave management can not only streamline the daily processes but also foster data protection and privacy.
Right from allowing employees to submit leave requests in real-time to HR managers responding to employee claims or accessing the weekly reports, automation has been playing a pivotal role in superior employee leave management.
Mental Health Initiatives
Mental has become a huge topic of discussion in the last decade. Companies across the globe are paying close attention to mental health initiatives to ensure the well-being of the employees’ mental health and help them experience a comfortable work environment.
HR leaders investing in mental health awareness initiatives also benefit from the increasing percentage of absenteeism among the employees.
Each and every company will have different priorities and goals to achieve. But, whatever that goal be, a sustainable and streamlined employee leave management will always generate positive impact in absence and leave management.
