The Top 10 Best Practices for Leave Management
Leave management has taken center-stage as one of the issues affecting employees at work. Therefore, they gave been calls for employers to be up to date on matters touching on leave management. Recently, conferences have increased, and most of them touch on the Family Medical Leave Act.
The sources of leave information emphasize that leave should be well managed to achieve efficiency and productivity. Good management begins with proper internal structures. Therefore, the following leave management practices will make the process efficient.
1. Close relationship between business units
The coordination of leave will be effective if the HR, legal, disabilities and other closely related departments are linked. When all the departments have a clear understanding of the expectation, they will take caution. It leads to an efficient management of the leave process and brings increased productivity.
2. Sufficient training
To effectively administer leave, the managers in charge of the closely linked departments should be trained on what they ought to do. They have to understand the leave policies and how to administer them. Also, they are in a position to solve a conflict that arises regarding the leave policy.
3. Qualified HR managers
The HR and other departmental managers need to be up to date with the current leave policies. They should be qualified either through training or simply understanding of the current on-goings on the laws. They should be armed with the employee management program knowledge. Also, they should be ready to answer any question from employees touching on leave.
4. Consistent, clear processes and policies
The management and decision making in the organization should be consistent with a level that employees can easily remember. Correspondence, tracking, and communication should be consistent and clear. Clear communication removes doubt of potential misinformation while consistent tracking may reveal areas of potential challenges.
5. Central administration of leave
Given the number of departments, which are certainly more than one, there can be challenges of effective communication. In that regard, therefore, leave should be administered centrally to a level that all information is found in a single source. To employees, it is easy to ask questions and get answers from a single source. There are low chances of receiving contradictory information.
6. Leave program evaluation
Organizations should put in place an internal system that manages and tracks leave. In that case, it is easy to evaluate performance concerning the expectation. A full audit of the leave management system may reveal faults, which may be crucial learning points. The program should be assessed for effectiveness.
7. Outsourcing Program-evaluation Company
Some organizations do not have an internal leave program in place, and for that, they need to outsource consultants that specialize in the evaluation. It will help understand the performance of management on leave and the remedial measures to be instituted. There are several options for outsourcing leave management, and the organization should focus on the best they can contract.
8. Evaluate the Vendor
It should be clearly defined whether the company being contracted has an understanding of both leave management and law, or is it simply one of them. It should not be assumed. On the same note, the company should not necessarily outsource all the services if it can handle one of them. As an appropriate culture of leave management, the organization should establish a process that will update the leave program with the intention to catch up with the changing business environment.
9. Institute actionable parameters for tracking and reporting
Effective tracking and performance evaluation involves having actionable metrics. Metrics like costs, lost time, return to work rates, productivity and abuse are useful to a level where they help in the changing of the leave program. Therefore, they are essential in the management’s role to the employee and organizational needs.
10. The continuous improvement culture
The legal and regulatory frameworks are essential in driving productivity, but are not enough to make leave programs move towards the attainment of organizational strategic goals. Therefore, it calls for executive and managers to view management as an avenue for new investment. Also, the training and new investment can be a source of better returns.
Terri Rhodes, the executive director of Disability Management Employers Coalition (DMEC), California, intimates that the resources and time invested is worth the gain in employee satisfaction. On the same note, the heightened regulatory framework on leave is critical. She adds that all managers in the organization should be involved in the planning and implementation stage of the leave process.
To win the best talent battle, employers should provide an adequate balance between work and life. Leave programs that are well-run require time and resources, but confer a competitive advantage. Therefore, each organization that aims at increasing productivity should begin from leave management before moving to other matters.
Article provided by Neches FCU, with locations in Port Neches, Nederland and Beaumont.
Neches FCU is a trusted Texas Credit Union and has a courteous and attentive team of professionals ready to provide services to our members. When its doors open at any of the several service centers, the mission of “Ultimate Member Satisfaction” becomes the imperative for every employee. They are respected for a personal, dynamic and upbeat work atmosphere, providing a memorable service experience, and where members are known by name.