Employee Attendance In The New Normal: A Simple Guide

Even after some countries have lifted many restrictions and are now deemed safer to move around, employers and employees may still prefer a new normal work situation.   

Some companies have a fully remote workforce, while others may implement a more hybrid form of working. The latter involves working both remotely and at the office as specified by the position’s requirements.   

Adjusting to new work conditions could be challenging to a company and its employees. Getting a workable solution that would benefit both the company and its workforce would have to be a top priority if this working method is to continue.   

Here is a simple guide to managing employee attendance in the new normal:   

  1. Risk Assessment   

There may be many good reasons to miss work, and anticipating these days off could form part of a risk assessment for the company. This assessment would have to be done in hybrid working conditions to keep employees healthy.   

As the pandemic continues, employees that would have to commute and work together in the office may be at greater risk as they may carry the infection with them. Putting strictly enforced safety measures in place could prevent the spread of viruses and bacteria.   

Measures could be put in place to ensure that employees have safe working areas and that their health is always prioritized.   

Risk assessments would show the company where improvements could be made to keep their workforce productive by minimizing their risk for infections.   

  1. Regular Routines   

Regular routines should be kept to assist employees with keeping time while setting boundaries for working hours.    

It may be very easy to overwork from home as employees may lose track of time or choose to work outside normal working hours. Having regular check-ins with co-workers and managers could assist in creating a routine that may be easy to follow while working remotely or in the office.   

Usual coffee breaks and lunch hours may also not apply at home. Because there is no structure to the day, it may be overwhelming when employees need to get their work done. Working remotely may come with a new routine, and employers should adjust to this.   

Measuring performance instead of tracking the hours may be a solution to consider. Instead of forcing employees to put in their regular working hours, see if they still achieve their goals while working remotely. Remember that productivity can either be time or task based. As long as required work outputs are submitted, give your employees some leeway. You may never know what one might be going through especially in these trying times.  

  1. Team Member Support   

Having a support system for employees to lean on would make a huge difference in productivity.   

Feeling supported may prevent burnout in employees and management alike. A support system may identify issues quickly so they could be dealt with accordingly. This could contribute to better attendance as employees may not need to stay off work for long periods.    

When work-related issues are resolved quickly, there is less room for frustration, leading to less overworked feelings in employees. This, in turn, relieves stress that could have otherwise impacted the team member’s health.   

Have open communication with employees so they’ll feel your support every step of the way. Ask them to report any health issues or concerns through appropriate channels as soon as possible so they can be addressed right away.   

  1. Positive Reinforcement  

Patting team members on the back for reaching their goals may motivate them to perform well all the time.  

Not everything requires recognition, but acknowledging a job well done could improve team member attendance. Employees who feel valued will always do more than what is expected. Putting in more effort with their work would prevent them from missing workdays as they will be more dedicated and diligent.  

Where needed, weekly or monthly performance evaluations could be set up with managers or supervisors to see where employees may need more encouragement or support. Those who are not working at the office may feel lost at times and need support from team members or management to feel motivated and inspired.  


There are solutions formulated especially for the new way of working, including team member trackers and clock-in software. Still, none of these will be effective if employees don’t feel supported.  

Employees may even quit altogether if their concerns are not addressed. Businesses may have to change their tactics from measuring attendance to measuring performance instead. The new normal calls for new procedures that should put the employees’ welfare at all times. 

June McGown