What do I do about excess call offs?

Question

I am the manager of a fast food restaurant, I have about three calls offs every day and I am sick of it. What can I do?

There are no consequences for call offs. I'm not sure what I can do... Thats why I am asking. Also I am deff not a mean boss I am extremely respectful to everyone.

Answer 1

I was a restaurant manager for years and here is what I did. If calling in is a problem keep track of their call-ins. When the employee reaches a certain number within a certain period of time (say three days within one month) cut their hours to one day a week. Tell them if they can show up for that one day (on time, in uniform, etc), then you will give them an extra day the next week. So then if they do show up give them two days the next week until they work their way back up to their regular schedule. If they call in again take away their days again. They will either stop calling in or find another job.

I had a problem with an employee showing up late and missing shifts and I really didn't want to let him go, so I did the one day a week thing. You have to make sure to explain to them that the calling in all the time is the reason for the hours being cut. I never had a problem with my employee again.

Answer 2

Here are a couple of things to check:

1. How are your hiring skills? Is it possible that you could use some coaching on how to determine who is likely to be a good employee once hired?

2. How are your management skills? Frequent call offs are often a clear sign "I don't want to come to work." What is going on in the environment and/or your management style that would make people not want to come to work (or think they can get away with not coming to work?

3. Are these repeat offenders? What kind of feedback are your giving and what are the consequences? If there are no consequences, then you are essentially rewarding employee's to call off.

4. Is your policy clear on how you will handle call offs? Do you follow through with your policy?

It takes as much introspection as outward observation. There is more than one person at the scene of the crime...you are the other person. Constantly grow and enhance your skills, and your people can grow with you.

Answer 3

Make your employees responsible for covering their own shifts. Tell them that you can no longer tolerate the calling out, that it is effecting the overall operation of your store. If they cannot find someone to work their shift, then they either must work it or show proof that they needed off, doctor's note etc. If they are repeatedly calling out, I would hire new people. After all, it is your job to make sure the store is running smoothly, and you can't do that if you are always on the phone trying to cover shifts or working short-handed. I bet you have a couple of employees who would be glad to see you get a little tougher on this. You know the ones who get stuck working hard enough for 2 or 3, when you are short. You have to toughen up on this issue, it is not being mean or unreasonable to expect people to work when they are scheduled.

Answer 4

You need to make consequences! That is grounds for firing. You have enough stuff do to then finding people to come in or working their position.

Start giving performance documentations and then after 3 they are fired. That is being generous.

Calling off is not necessary. When i worked as part of the crew I called off ONCE in 2.5 years because I was in the emergency room. There is no need to call off so often. They are not bieng responsible.

Answer 5

Try what the airlines do.Tell them up front that you will start over scheduling future shifts if they don't come in that day. That is, plan an extra person for each of their shifts. If too many people come in, the person with the highest absenteeism gets sent home.

This will reinforce your people who show their appreciation with extra effort and commitment. The others will have an unexpected day off knowing their station is covered and doing well without them. Good Luck.

Answer 6

If you are the manager, you have the power of the pen! Don't schedule them if they are calling in all the time, or only schedule minimal hours. My policy is that they must cover their own shift. If they do not get their shift covered, they need to work it. If they do not show up for their shift they get a write up. The next time it happens they are fired. Usually if you start minimizing the hours that you give them, they will get the message and quit.

Answer 7

How can the business be ran if all u get are call offs? Your the manager,but u say there's nothing you can do. Most jobs have a district manager.Talk to him, no results look for another job.

Answer 8

If your company has no rule for call outs you should look for another job.
It's way too stressful with most of the workforce unable to commit to showing up.
Find a better job before you lose all your hair.

Answer 9

Pay better. And contract your workers then they are only paid for the days and hours they actually work. Plus give bonuses to people who work up to a certain standard each month (or every few months).

Answer 10

hire a larger crew, then fire whoever is a slacker. but also use positive reinforcement like giving bonuses for good attendance