Classroom
2 days1250,-
excl. VAT
- Pleasant venue with a good trainer
- Small groups
- Inspiring and motivating
Absence is part of every organisation, but structural or long-term absence calls for a different approach. In this course you learn how to use signalling, support and return-to-work interviews effectively in order to make absence a subject for discussion and to resolve it.
Description
Absence occurs in every organisation. Usually it is no more than a bout of flu, but what do you do when absence becomes structural or when the causes are more serious, such as long-term illness, tensions in the workplace or problems in the relational sphere?
In this course you learn how to support absent employees effectively by means of absence interviews. You gain insight into the causes and consequences of absence, and you practise with different types of conversation that suit the stage of the absence process: the signalling interview, the absence support interview and the return-to-work interview.
You will work on themes such as incapacity for work, unjustified absence, conducting conversations and removing internal causes. You will also be given the relevant figures, facts and rules surrounding absence. The course alternates theory with practical exercises, so that you can apply what you have learned directly in your daily work.
Topics
- Unjustified absence or genuine illness?
- Incapacity for work and the rules surrounding absence
- Action to take when you suspect unjustified absence
- Supporting employees on sick leave
- Causes and consequences of absence
- Removing internal causes of absence
- Conducting absence interviews
- Types of conversation: signalling interview, absence support interview and return-to-work interview
- Figures, facts and legal framework
Result
After this training course you will recognise signs of absenteeism at an early stage and know how to respond to them as a manager or HR manager. You will conduct signalling, support and return-to-work interviews with more composure and direction, and know which approach suits which moment in the absence process.
You will learn to distinguish unjustified absence from genuine incapacity for work and will be able to raise underlying causes for discussion, whether these lie in the work situation, in relationships or in private life. You will also know the key figures, facts and rules surrounding absenteeism, so that you conduct your conversations from a solid basis.
The result: less unnecessary absence, a faster and more sustainable return of employees and conversations in which you and your employee make progress.
Target audience
This training course is particularly suitable for managers and (HR) managers who regularly deal with employees on sick leave in their role and who want to take an active supporting role in this.
Teaching method
During the course you alternate between concrete experience, experimenting with behaviour and techniques, reflecting and exploring theory. As a result, the programme suits every type of participant. There is a great deal of action in the course, so that you actually experience the effect of new behaviour. That way you recognise more quickly what works.
We also place the emphasis on ownership: you are responsible for your own development process. We invite you to reflect continuously and to make connections with your own practice. The aim is to increase your insight and to let you make the translation to your own situation. That increases the chance of a lasting change in behaviour.
Prior knowledge
You do not need any specific prior knowledge for this course. It does help if you deal with absent employees in your work, for example as a manager or HR professional. That way you can apply what you learn directly to your own practice.
Comments
Nothing in particular. The course is aimed at team leaders and (HR) managers who want to learn how to conduct absence interviews. An individual intake takes place beforehand to identify your learning objectives and tailor the programme accordingly.
In-company
Would you like to organise this training for a whole group or several groups? This can be cost-effective. For example, we can tailor the content entirely to your organisation, and training a whole group is also cheaper.
Are you looking at large numbers of participants or a complete academy? That involves a great deal. Consider planning and communication, for example, or identifying and agreeing the objectives and content of the training. Or differences in level, feedback mechanisms and safeguarding. Fortunately, Learnit has extensive experience in this field (more than 25 years) and we are happy to help you through this process.
Language
The training is given in Dutch as standard. The trainer has a good command of English. English-language course material can be used. With a minimum enrolment of 3 participants, the training can also be given entirely in English.
