STAFF SICKNESS

Is staff sickening becoming an issue? Want to know how to reduce sick days? Find out how… Read this blog!

When running a day nursery or any childcare setting, one of the many challenges faced is staffing. With the demands of ratios, staff lunches and budget constraints staffing can make you want to tear your hair out. There is nothing worse than a call (or in some cases, a text) saying a staff member can’t come in. The price of emergency cover staff is enough to make your eyes water!

Understandably people do get ill and working in childcare means we are exposed to a monumental number of germs and illnesses. We can deal with staff having the odd day off when they are ill, but what about when this becomes a habit and you hear from another staff member that they saw this member of staff out and about when they called in sick? Not only does it affect you and your business, but other staff can become resentful and feel the increasing pressure of having a team member missing. As employers you can feel that your hands are tied and that frustratingly there isn’t much you can do. So what is the solution to this conundrum?

The first step is ensuring you have very clear policies and procedures on staff sickness and following these policies and procedures to the letter. Secondly, make sure you are meticulous when documenting staff sickness days.

So where do we go from here?

At the nurseries I own, we use the Bradford Factor to calculate the impact of the staff’s absenteeism. Having a clear way to monitor illness has taken the stress away in terms of remaining subjective as an employer.

What is the Bradford Factor?

The Bradford Factor is a simple formula that allows companies to apply a relative weighting to employee unplanned absences (sickness, Doctors appointments, emergency childcare, etc). The Bradford Factor supports the principal that repeat absences have a greater operational impact than long term sick. (A weighting is the impact that an event will have on the overall running of the normal business. If you give something a larger weighting score, it has a bigger impact).

If you want to find out more about how to reduce your staff sickness using the Bradford Factor speak to one of our consultants at DWM Early Years Consultants at info@earlyyearsconsultants.co.uk, or call 020 3875 4443

I have spoken about the Bradford Factor in terms of dealing with staff illness, however, I have also used this as an opportunity to motivate my staff and show appreciation. I use incentives such as an extra day holiday or a surprise of leaving earlier one day. The possibilities are endless. We all like to know that our hard work and dedication is acknowledged and appreciated. I do hope that the use of the Bradford Factor in your setting helps to motivate your staff and gives you another tool to keep your business running smoothly.