{"id":1147,"date":"2023-12-18T12:07:26","date_gmt":"2023-12-18T06:37:26","guid":{"rendered":"https:\/\/www.prohance.ai\/blog\/what-is-employee-scheduling-software-and-how-to-do-scheduling-for-employees-clone\/"},"modified":"2025-09-08T11:56:48","modified_gmt":"2025-09-08T06:26:48","slug":"evaluate-the-employee-based-on-productivity-not-poor-attendance","status":"publish","type":"post","link":"https:\/\/www.prohance.ai\/blog\/evaluate-the-employee-based-on-productivity-not-poor-attendance\/","title":{"rendered":"Evaluate the Employee Based on Productivity, Not Poor Attendance"},"content":{"rendered":"

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  1. Tips on how to evaluate an employee with poor attendance<\/a>\n
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    1. 1.1. Take into account all aspects of employee attendance<\/a>\n
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      1. 1.1.1. Time cards<\/a><\/li>\n
      2. 1.1.2. Paid sick days and other time off<\/a><\/li>\n
      3. 1.1.3. Snack and lunch break<\/a><\/li>\n<\/ol>\n<\/li>\n
      4. 1.2. Maintain an attendance record<\/a><\/li>\n
      5. 1.3. Calculate the cost of absenteeism<\/a><\/li>\n
      6. 1.4. Provide specific feedback<\/a><\/li>\n
      7. 1.5. Confirm the authenticity of the absence reason<\/a><\/li>\n<\/ol>\n<\/li>\n
      8. Performance review strengths and weaknesses examples<\/a><\/li>\n
      9. Tips for Attendance Improvement Plan for employee<\/a>\n
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        1. 3.1. Explain what will happen if employees take unplanned leaves<\/a><\/li>\n
        2. 3.2. Managers should be trained on how to deal with absenteeism<\/a><\/li>\n
        3. 3.3. Allow for a flexible working schedule<\/a><\/li>\n<\/ol>\n<\/li>\n
        4. Conclusion<\/a><\/li>\n
        5. Frequently Asked Questions<\/a>\n
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          1. 5.1. When evaluating employees, why should we prioritise productivity over attendance?<\/a><\/li>\n
          2. 5.2. What if an employee has legitimate reasons for being absent, such as health or personal issues?<\/a><\/li>\n
          3. 5.3. How can we effectively measure productivity?<\/a><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n<\/div>\n

            Employee evaluation is a common practice in the workplace. However, our assessment of their performance may not always be fair. Overemphasis on attendance is a common blunder. Being present at work is important, but it is not the only indicator of a good employee. What matters more is how much work they complete and how well they complete it. This blog will investigate the idea that productivity, rather than simply showing up on time, should be the primary factor in evaluating employees. Let’s look at why this shift in mindset can result in a more motivated and efficient workforce.<\/span><\/p>\n

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