4 Responses

1. Just a bit more detail please ….

   Hi, what is the objective behind the workshops and what issues were being faced which prompted the training request?  Not sure what you’re trying to help managers to achieve but some more detail on that would help with suggestions.  🙂

2. Managing Absence

   Hi

    

   Cases studies based on real employment cases AND/OR the experiences of delegates always a winner

   And why not take the absence mgt policy -it will probably have at least a dozen or more clauses.Distribute quiz cards with questions such as "WHAT ARE THE NUMBER OF TRIGGER DAYS" and then take answers juxtaposing them against reality shown on power point

   Finally, breaking news about topical items like the "fit note" and the new flexibility clauses in the new Equality Act all help to make it less dry and dusty

   Regards

   Dominic

    

   QED Training qedworks.com

3. Absence Management

   Hello Clare, thanks for your interest and I’m sorry that I’ve not replied earlier as I’ve been out of the office a lot – and no, I haven’t been on sick leave!

   As an OD bod, I’ve been asked for suggestions to liven these sessions up. Here is a bit more info about my thoughts on Improving Attendance: What Managers Can Do.

   Employee absence is a major issue for the Council and the manager’s role is seen as crucial. We believe that our managers should be supportive rather than disciplinarian and this will be theme running throughout the session.

   I’d like the session to be highly participative, based around a detailed case study and be enjoyable.

   The objectives are to raise awareness of the consequences of employee absence and to give guidance on how to deal with attendance issues.

   I’m thinking of a quick run through the stats, costs and consequences of employee absence (the dry stuff) and then go into four main areas (the interactive stuff) based around the case study; Attendance Management Procedures, Return to Work Interviews, Counselling Interviews and Additional Support that is Available.

   I trust that this gives you a better understanding of my approach.

   Thanks again.

4. Absence Management

   Hello Dominic,

   Thanks for taking the time to offer your suggestions. All three are very interesting. I thought of having a detailed case study and splitting the attendees into small groups, each with a different issue to address so that we cover all the bases and each issue is covered in depth and then fed back to the other groups.

   Also, including some current issues and headline stuff from Personnel Today articles would liven it up.

   Once again, thanks for your suggestions.