Absence management
Many organisations face high levels of absenteeism and rising costs. The intention to reduce this is often there, but a cohesive, structured approach is missing. We support employers and employees in creating healthy, vital, and future‑proof organisations; with a strong focus on the key role of leadership. Our strength lies in empowering leaders: through practical training, coaching, and policy support, we help organisations reduce absenteeism in a structural and sustainable way.
Our principles
- Structural attention to vitality and health in relation to work
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Prevention and safety as the foundation of policy
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Focus on possibilities rather than limitations
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Shared responsibility between employee and leader
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Extra attention to reintegration and rebuilding capacity
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Regular evaluation and safeguarding of progress
What does the absence management project include?
Mapping the starting point
Project assessment & advice
Through a questionnaire and conversations with HR, leaders and, if relevant, senior management, we map out themes such as absenteeism, prevention, reintegration, occupational health, culture, and leadership. This forms the basis for a concrete and widely supported action plan.
Absence protocol analysis
We review the current absence protocol for clarity, responsibilities, legal compliance, and practical usability.
1‑on‑1 employee conversations
We conduct confidential conversations with employees who have above‑average absenteeism to identify patterns, bottlenecks, and opportunities. This input helps us tailor training and coaching precisely to the organisation’s needs.
Training and coaching
Leadership Training
In two compact group sessions, leaders learn to:
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recognise early signs of potential absenteeism
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act effectively and in a timely manner
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guide employees towards (accelerated) return to work
The content is tailored to the organisation and the daily reality of the leaders.
Leadership Coaching
Over a period of three months, leaders receive personal coaching (4–6 hours per person). Case studies are discussed, conversations are prepared, and skills are strengthened. The coach remains available between sessions for advice in challenging situations.
Evaluation and embedding
From the start, we work on embedding sustainable policies and practices. We conclude the programme with a joint evaluation and clear agreements on continuity. Leaders complete the questionnaire again, making progress visible. We also monitor absenteeism figures for up to 12 months after the start to measure the impact of the approach.