Reduce fake sick days one managerial behaviour at a time

National Sickie Day in the UK falls on the first Monday of every February.

Statistically this is when most people will phone in sick to work using a range of different excuses to take the day off. Having a cold or flu are the most popular excuses given for taking the day off, but it is telling that these are ‘excuses’, which suggests that maybe they are not as true as employees would have their bosses believe.

When we conducted the research behind the Good Boss Questionnaire, we discovered that people with a bad boss were more than three times more likely to take a fake sick day.  Furthermore, there are six specific behaviours that increase that likelihood.

Top tips for reducing the likelihood of people taking fake sick days

1. Rewarding

Acknowledging and appreciating employees’ contributions boosts morale and encourages genuine engagement. When people feel valued, they are less likely to resort to fake sick days as a way of seeking respite or attention. Simple gestures such as praise, recognition and treating people with care and respect can reinforce a culture of commitment and accountability.

2. Balance-focused

Promoting a healthy work-life balance helps employees manage stress and avoid burnout, a common reason for absenteeism. Managers who support flexible working arrangements, respect personal time, and encourage regular breaks create a more sustainable and appealing work environment. This reduces the need for employees to feign illness to achieve a balance.

3. Open

Demonstrating open communication encourages employees to discuss concerns, workload issues, or personal challenges without fear of judgment. When managers listen actively and provide solutions, employees feel supported and are less inclined to use fake sick days to cope with unresolved problems.  Tell it as it is and remain true to your values.

4. Self-Aware

Managers who are aware of their strengths and limitations and take active steps to develop and improve themselves recognise how their behaviour and management style impact their team. Model healthy behaviours and set a tone of honesty and trust within the workplace.

5. Team-oriented

Defending the team, encouraging teamwork and collaboration builds a sense of community and shared responsibility. Employees who feel their manager puts the team first are less likely to let them down by faking sick days. Make time for your employees and help them succeed.

6. Organised

Clear expectations, efficient workload management, and structured processes reduce unnecessary stress and confusion for employees. When employees understand their responsibilities and feel confident in their ability to meet them, they are less likely to feign illness as an escape from overwhelming or unclear tasks. Prioritise, plan ahead and make effective use of time.

Conclusion

By concentrating on improving these specific managerial behaviours, organisations can create a supportive environment that motivates employees to be present and engaged. This approach not only reduces absenteeism but also enhances overall productivity and morale.

If you’d like to find out more about how the Good Boss Questionnaire can increase the effectiveness of people managers, thus reducing costs and driving better performance, contact us.